How might a company use the process of goal setting to help it implement its succession plan?

Be sure to consider the barriers to successful implementation that it might encounter.

Goals are widely used to implement succession plans. One popular method managing the goal setting and succession planning is the formal goal setting program. Generally this approach is management by objectives (MBO). Different companies use this approach frequently by modifying it according to the specific circumstances in which the company runs it operation and use a special term or name for it. For example, Penneco Inc. uses an MBO-type system, but calls it the Performance Agreement System, or PAS. The purpose of goal setting is to give subordinates a voice in the goal setting and planning process and to clarify for them what they are expected to accomplish in a given time period. From an ideal perspective formal goal setting process is given below:

Starting the formal goalsetting program

Establishment of organizational goals and plans

Collaborative goal setting and planning

Communicating Organizational goals and plans Meeting Verifiable goals and clear plans Counseling Resources

Periodic review

Evaluation

Most managers believe that if a formal goal setting program is to be successful, it must start at the top of the organization. Top managers must describe why they have chosen the program, what they expect from it and that is how they show their commitment to formal goal setting. Besides this, employees must also be concern about the goal setting process and what they are supposed to contribute in it. As the managers are committed to formal goal setting, they must implement it in a way that is consistent with overall organizational goals. In addition to the establishment of the organizations basic goals and collaborative goal setting are they essence of formal goal setting. The collaboration consists of a series of distinct steps. These are I. Managers inform their subordinates about the goals and plans that top management has established. II. Managers meet one to one subordinates to arrive at a set of goals and plans for each subordinate that both the subordinates and the manager have helped develop and to which both are committed. III. The goals are refined and the specific time range is established to accomplish them. Goals should be written. IV. Managers must play the role of council of in the goal setting and planning meeting. For example- they must ensure that the subordinates goals and plans are attainable and workable and that they will facilitate both the units and the organizations goals and plans. V. Finally, the meetings should spell out the resources needed to implement subordinates plans and works effectively toward goal attainment.

As subordinates are working toward their goals, conducting periods reviews is advisable. At the end of the goals and plans, the manager meets with each subordinate again to review the degree of goal attainment. At last the causes of the final success or failures are explored and the employees are rewarded on the basis of goal attainment. In an ongoing goal setting program, the evaluation meeting may also serve as the collaborative goal setting planning meeting for the next time period.

An ideal goal setting process as described above can help an organization to implement succession plan. Because, goal setting process helps to improve employee motivation. By clarifying exactly what is expected, by allowing the employee a voice in determining expectation, and by basing reward on the achievement of those expectation, organizations create a powerful motivational system for their employees, which is friendly enough to the succession plan of a company. Through the process of discussion and collaboration, communication is enhanced. Goal setting process focuses attention on appropriate goals, help to identify superior managerial talent for future promotion, and provide a systematic management philosophy that can have a positive effect on the overall organization. People who are usually involved in goal setting process are much committed to implement succession planning. Goal setting process also facilitates control. The periodic development and subsequent evaluation of individual goals and plans help keep the organization on course toward it own long run goals and plans. In a goal setting process goals are consistent and also revised and updated regularly. So, it helps the implementation of succession plans. Another important element of goal setting process which helps to implement succession planning is the ability of recognizing the companys basic purposes. There are some barriers which may encounter the successful implementation of succession plan. One of them is lack of top management support. Some organizations decide to use goal setting, but then its implementation is delegated to lower management. As goals and plans cascading throughout the organization may not actually be the goals and plans of top management, this limits the programs effectiveness. Because others in the company are not motivated to accept and become committed to them. Besides this, sometimes quantitative goals and plans are given more importance in some firms which burden the system with too much paperwork and record keeping. It is not always possible for the managers or sometimes they are not willing to sit down to workout goals and plans with their subordinates. So, most of the time they suggest or even assign goals and plans to people. This results resentment and a lack of commitment to the goal setting program. Another barrier to goal setting and successful implementation is resistance to change. Succession planning involves some change within the organization for its better future. But some managers are not willing to change or update goals, which cause problems. Dynamic and complex environment is another barrier to successful implementation of goal setting as succession planning involves the most recent, updated version

of goals and activities, some organizations cannot cooperate the technological innovation, and intense competition and thus fail to implement succession planning. So, it is obvious that goal setting process can be proved as a very important element to implement succession plan in a company. But the barriers should also be kept in mind and solved as much as possible.