In light of exiting leaders, succession planning has taken a much bigger strategic role in businesses today. Simultaneously, there has been a push toward growing talent pools that are mobile – individuals who are able to apply knowledge to unique and alternative situations. New methods of development can help foster a mobilized workforce – rotational programs, stretch assignments, and internal cross functional peer meetings, among others. But, integrating these new methods into already existing L&D programs can be difficult, and ensuring a clear difference between these and succession planning methods is vital to success.
Don’t miss these takeaways:
Learn how top organizations have defined succession planning versus talent mobility
Discover fool-proof methods to guide employees and offer opportunities to grow skills and leaders
Find out ways to keep talent mobility and succession planning separate endeavors, and learn why the distinction is important to success