Thinking about your substitute

When the time to deliver responsibilities of your position in a company comes,

especially if you are the main chief, the ideal is to think and develop the
necessary and required profile; so that the person that replaces you have been
the right choice.
In 1994, Jack Welch, who was General Electric CEO, created the appropriate
profile and chose twenty-six applicants and three were the finalists after
several tests and challenges. After a thorough and lengthy process, in 2001 Jef
Immelt stayed with the chair that Welch left vacant.
It was certainly a very good strategy without having rushed it, and carefully
carried out. Delloite details that the succession of a place as big as is the
general direction take on average five to ten years depending on the type and
size of the company.
In Mexico, only 46% of enterprises possess an accurate succession plan.
There are seven essential tips to design and implement a career plan of
succession, based on advices from experts in the field, such as Justine
Rodrigues, Hector Macias and Oscar Prez.
1. - Defining the company strategy: deciding the roadmap by which the
company will walk. Its vision, mission and values to identify present and future
needs.
2. - Identify key positions: Human Resources must grasp which are the critical
and vital positions in the company in order to protect those who occupy them,
because they represent the strength of the organization. Knowing that, profiles
and competencies to meet the requirements of the position will be designed.
3. - Successor selection: with the correct profile and key positions already
identified, it proceed to study thoroughly the candidates in terms of their
strengths and opportunity areas. These results creates a "9 boxes matrix, that
is, a tool to measure the potential and performance to achieve goals in
diferent axes.
4. - Communicate the plan: it is important to notice that major changes such as
succession and profile he or she has. Communicate help avoid
misunderstandings and manage the emotional aspect.
5. - Training: encourage employees with career plans. When the successor is
finally define, you must design the training plan that will help fill the gap
between his position and the one he or he is going to occupy, which may
involve studying a postgraduate or coaching.
6. Prepare group integration: if the focus is too much on the successor and
this means forgetting the rest of the team, there might be consequences such
as resignations of some members. In order to avoid resignations or other

problem, is recommended preparing employees to have integration between all

people involved, or even announce benefits that might acquire every one.
7. - Evaluating and monitoring: watch and evaluate the actions of the plan and
the people involved in the succession process. For this to work, the creation of
a monitoring committee in the areas of organizational development and
directives areas is recommended for knowledge of compliance with the
objectives
Organizational development is important in any business, and MVP Strategy
Bussiness knows about these processes. Come and learn more about us.
Source: http://expansion.mx/carrera/2016/09/09/las-empresas-que-apuestanpor-planes-de-carrera-incrementan-su-productividad