Today we add to yesterday's commentary on succession planning by discussing challenges:
First, it takes time. Often three to five years to fully implement and even longer to make it part of the organization's culture.
Secondly, it requires support. Organizations must have systems in place that ensure high-performing individuals develop their skills, knowledge and abilities.
Finally, leaders may feel threatened and resist identifying future leaders or naming replacements for themselves.
Network with others who have experience in succession planning and engage the assistance of leadership development professionals.
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