In today’s Indian corporate scenario, succession planning, as a practice is no longer just for the CEOs, as many organizations are now implementing the same, at junior and middle levels too.
The concept of succession planning is not a new one. However, with the changing trends in India Inc, it has reached a different level altogether, the level of the junior and middle level employees that is. Experts claim that succession planning, at these levels, is also as important as it is at the CEO level.
Succession planning has given a project manager in a leading MNC the opportunity to professionally grow within the organization. It has provided a vision and a goal as to where his career is headed. Though many may think that succession planning at the junior and mid-levels may not be as important as planning for top level executives, experts disagree to this. They say that no matter what the level the employee is in, it is necessary that there is a plan chalked out for them as well. These levels of management form the foundation of an organization, and if we can build a sustainable foundation, it is bound to stand tall and powerful. With the succession planning process of identifying and preparing the junior and mid-level employees through mentoring, training and job-rotation, the organization will be able to sustain, if not improve the quality and quantity of work.
The employer must gradually increase the roles and responsibilities of the employee and thus create a slow and steady mechanism for succession planning. Experts say that succession planning, at these levels does have a lot of advantages. It to a large extent, prepares an employee to step into larger shoes. When the employee’s mindset is prepared to deal with greater responsibility, it can enhance their confidence and inspire them to deal with larger tasks.
The willingness to support and teach one’s team and subordinates has held a manager in good stead throughout his career. In fact this particular trait of his has convinced the management to put him into crucial marketing/communications related roles, whenever sudden vacancy comes up, simply because they know that he would be able to shoulder the attached responsibilities of the position, as well as ensure that a team gets built around it.
The verdict is out: succession planning is the need of the hour and imperative to an organization’s growth.
Succession Planning is possible through Wholesome leadership (WL) is leadership which comes from a deep connection to the heart, and also exhibits skill in action. This gives a leader the courage to have a large and an ethical vision. It allows him/her to enable others to act because they see the latent power and beauty hidden in each person; it helps them be appreciative and encourage the unfolding of spirit.
For organizations incorporate this, we need first to get top leaders to see the business case of WL to lead balanced lives themselves, walk the talk and create a thought field of wholesome leadership in their organizations.
Organizations achieve the goal of innovation through WL and the only way in which organizations can achieve this is through tapping into the reserves of consciousness and creative intelligence in an organization. WL does precisely this.
WL provides the engine of value innovation. This, in turn helps build the customer brand and employee brand. It also creates a sustainable pipeline of leadership talent that can steer the company through turbulent times.
When people are in touch with their deepest awareness, they may discover their true life purpose. This may lead to changes in career choices. HR must be ready with a career planning process to ensure that a developed “wholesome leader” is indeed given the opportunity to flourish entrepreneurially within an organization.