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Title : How to Reproduce Yourself on Your Volunteer Teams
link : How to Reproduce Yourself on Your Volunteer Teams
How to Reproduce Yourself on Your Volunteer Teams
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But, it also made me think of the bigger picture. As leaders, we can’t just be concerned about succession planning at the very top. Whether we work in a small business or large corporation, we must also be thinking about “bench strength,” or the competence and number of employees ready to fill vacant leadership and other positions, at all levels of our organization.
Given the huge number of Baby Boomers now entering or nearing retirement, every leader should be wondering, “How can I capture and retain not only the technical knowledge and business acumen of these folks, but the leadership values and skills honed over many years as well?”
At Disney, we face these same challenges, but there is a tremendous level of confidence that our organization will continue to thrive well into the future. Why? Here is something we have learned over the years—and it’s a key insight that has guided our success: Everyone should be considered a leader.
As the article notes, having a succession plan at all levels can help an organization be nimbler when changes in technology, industry and trends occur. The article goes on to say that, when building roadmap succession plans, there are key points to consider:
- Plan it. Outlining the skills, knowledge and experience necessary to succeed in the roles within your organization is the first step. This is not just about developing job descriptions; it is meant to help employees understand what it takes to prepare and succeed in their next career move.
- Mind the gap. If you don’t outline the skills your employees already possess, how can you know what your organization is missing? Succession planning requires evaluating the current state of your organization and understanding the "gap" between where your organization is at and where it wants to be in the future.
- What do people want? Not everyone in your organization is seeking leadership positions, so figuring out what people want and how they can gain the skills necessary to further their careers is important. Taking the time to develop different career "tracks" within your organization can help employees work on developing the skills they need to take that next step in their career.
The leaders of a values-driven organization don’t wait until the last minute. They create and sustain an on-going development process that immerses the next generation of leaders in a culture that reinforces these values throughout their entire career. That’s key, because values-infused leaders are both proactive and intentional in looking for people displaying the leadership behaviors that will, in effect, multiply themselves.
In the video below, listen to a group of our frontline Disney Cast Members. Pay close attention to how they describe their leaders, and what they say about their future within our organization.
Think about it – How can you develop a clear succession plan at your organization that allows for development and growth at all levels?
If you’d like to learn more about this topic, check out our Disney’s Approach to Leadership Excellence professional development course for individuals. Or, consider a private training initiative for your entire organization by bringing our Disney Institute team to yours. Stay informed—Sign up here to receive information and updates on our upcoming courses and scheduled events.
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