Succession and Succession Planning Best Practice 2 – Rotational Development Plans
Integral to every succession plan is the ready supply of qualified talent to replace outgoing position holders. While some talent will come from outside the organization, many should come from within.
More senior positions within every organization necessarily demand an increasingly expansive knowledge and experience base commensurate with the role’s span of control. For truly senior positions, the needed knowledge and experience becomes multidimensional; covering several functional areas. In order for internal succession candidates to be successful, they need to gain this multidisciplinary knowledge and experience earlier in their careers. One way to accomplish this for those growing up within the organization is through rotational assignments.
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