This time of the year kicks off ‘Talent Review and Succession Planning’ exercise in the majority of the companies. Question is ‘how can employees participate in it?’
Misconception: Because these exercises happen in corner side boardroom without glass walls to prevent anyone to peep into, that’s why people at times don’t believe that it exist. Just because it did not involve you (or favour you earlier), that doesn’t mean otherwise. Yes, process could be well written or not, but it exists.
‘N-ABLE’ Model: this framework is my personal practical approach for employees to effectively participate (directly or indirectly) in these exercises:
NETWORK – with Horizontal, Vertical, Diagonal hierarchies. Identify who are/ could be part of that meeting and can represent your true-self.
ACKNOWLEDGE – to work with above-identified ‘network’ to be your ‘sponsorer’ for your next career move.
BROADEN THE SCOPE – by all possible means: take delegated responsibilities, represent org/dept/function to leaders, be member of high impact CFTs!
LARGE FRAME OF SHORT STORIES – align Short Stories of your achievements with the Large Frame of the org’s CURRENT or Longer term needs [it is wrong notion that succession is always for longer term needs: e.g. at times sudden exits / premature retirements have led to quicker needs to have successors].
EXPRESS – 3As (Aspirations, Ability, Adaptability) for next role directly to your Network (identified in first ‘N’ in this model).
Many organizations have formally started inviting employees in these meetings. This can be termed ‘best practice’ only if ‘words’ spoken inside and ‘action’ happened outside of that conference room remain same. I don’t need to mention what happens otherwise!
Misconception: Because these exercises happen in corner side boardroom without glass walls to prevent anyone to peep into, that’s why people at times don’t believe that it exist. Just because it did not involve you (or favour you earlier), that doesn’t mean otherwise. Yes, process could be well written or not, but it exists.
‘N-ABLE’ Model: this framework is my personal practical approach for employees to effectively participate (directly or indirectly) in these exercises:
NETWORK – with Horizontal, Vertical, Diagonal hierarchies. Identify who are/ could be part of that meeting and can represent your true-self.
ACKNOWLEDGE – to work with above-identified ‘network’ to be your ‘sponsorer’ for your next career move.
BROADEN THE SCOPE – by all possible means: take delegated responsibilities, represent org/dept/function to leaders, be member of high impact CFTs!
LARGE FRAME OF SHORT STORIES – align Short Stories of your achievements with the Large Frame of the org’s CURRENT or Longer term needs [it is wrong notion that succession is always for longer term needs: e.g. at times sudden exits / premature retirements have led to quicker needs to have successors].
EXPRESS – 3As (Aspirations, Ability, Adaptability) for next role directly to your Network (identified in first ‘N’ in this model).
Many organizations have formally started inviting employees in these meetings. This can be termed ‘best practice’ only if ‘words’ spoken inside and ‘action’ happened outside of that conference room remain same. I don’t need to mention what happens otherwise!