Whilst succession planning in itself is very important, having a mentor with the correct skills to guide the succession plan is just as important.
The mentor must have clear understanding of the company goals, the training needed and the path that the mentee is to follow.
Mentoring has a major role to play in making succession planning deliver real value for organizations. It creates or supports conversations about careers and personal ambition that are difficult to encompass elsewhere. It opens horizons, by helping people recognise options they had not previously considered and raising the level of their ambition. It opens windows, by helping people gain an insight and feel for functions and roles, which they have little experience of. And it opens doors, by connecting the mentee to other people and resources, potentially influential in achieving their career ambitions.
Mentoring is an ideal strategy for enriching your succession planning program. In succession planning, you're targeting individual talent to take on increasingly more responsible positions and eventually assume a major position within your organization. This requires solid experience and solid advice from seasoned employees. Adding mentoring as a method of pairing such individuals with your talent pool ensures that the right expertise will complement your succession planning goals. It also ensures that the company’s expertise from experienced employees will not be lost once they retire or leave the company but will be retained by having been shared by those who are poised to take their place.
The mentor must have clear understanding of the company goals, the training needed and the path that the mentee is to follow.
Mentoring has a major role to play in making succession planning deliver real value for organizations. It creates or supports conversations about careers and personal ambition that are difficult to encompass elsewhere. It opens horizons, by helping people recognise options they had not previously considered and raising the level of their ambition. It opens windows, by helping people gain an insight and feel for functions and roles, which they have little experience of. And it opens doors, by connecting the mentee to other people and resources, potentially influential in achieving their career ambitions.
Mentoring is an ideal strategy for enriching your succession planning program. In succession planning, you're targeting individual talent to take on increasingly more responsible positions and eventually assume a major position within your organization. This requires solid experience and solid advice from seasoned employees. Adding mentoring as a method of pairing such individuals with your talent pool ensures that the right expertise will complement your succession planning goals. It also ensures that the company’s expertise from experienced employees will not be lost once they retire or leave the company but will be retained by having been shared by those who are poised to take their place.