What are you going to do if you find out that a executive level official or a senior project manager has left his/ her job? Advertise the vacancy, Invite job applications, Shortlist CVs, conduct job interviews, hire the suitable candidate and then finally train him for the required post? Isn't that a lengthy process? It could around 1-2 months. And during this time, the stocks would plummet, morale could crash and projects would be delayed! Instead if you had an employee ready to take up the job right away? Won't that be awesome? This is where Succession planning comes in! Mentor the right candidates for the right time, maintain the talent pool. And sustain! :)

1. ANDEEL ALI
Nerd, Geek, Otaku, Trainer,
Orator, Manager, Activist,
C o n s u l t a n t , C i t i z e n
Journalist, Cynic, Sarcastic
LEADERSHIP
SUCCESSION

3. Services Provided to:

4. Internal Succession
Planning is a concept
exclusive in Fortune
500 companies!

5. But I believe it should be
implemented in Micro-
Small and Medium
Enterprises too!

6. Why?
Because I have a hunch
that this could be the
disruption in the startups!

7. This process yielded awesome
results in the Conglomerates that
implemented it properly! And if
we are supposed to compete
with them, then we should try it
too!

8. The thing is by doing
so, we aren’t gonna
lose anything, but we
could gain a lot!

9. 6 Tips for
implementing an
Internal Succession
Planning system:

10. Rename
the
Process!

11. First of all rename this process as a
Succession Planning, Development
and Implementation Program. Mere
planning would not work. We need
to develop capacity of potential
employees and implement it too.

12. Embed it
across
the board!

13. Don’t just limit it to the C-Level
Executives. Embed it vertically and
horizontally in the organization. A
simple labor should also be given a
task to mentor his/ her fellow
colleague who is fresh and
inexperienced.

14. Train
them
Terrifically!

15. Evaluate every employee,
design a practical monitoring
and evaluation system that
let’s HR dept. to keep the
organization up to the mark.

16. A well trained and learned
workforce can yield better
results as compared to a
workforce that has stopped
learning.

17. Mentor
Them!
Sponsor
Them!

18. Make mentoring and sponsoring a
part of the organization’s culture.
Mentoring means going one step
ahead and training a staff in the
field, assuring he/ she has
absorbed the concepts properly.

19. Mentoring means going one
step ahead and training a
staff in the field, assuring he/
she has absorbed the
concepts properly.

20. Whereas sponsoring means advocating
for an employee that you have
mentored. Don’t abandon your mentees,
discuss their success with your
colleagues and seniors and recommend
them. A simple recommendation on
LinkedIn can also have a huge impact.

21. Enhance
their Skills,
Enrich their
Experience!

22. Rotate staff on jobs, that are related to
their core competencies, but in a practical
way. Don’t send a psychologist in the
accounts dept. just to enhance his/her
accounting skills. Let him/her stay in the
HR dept. but they can be send to the PR
dept. because they know how to
communicate.

23. Likewise don’t send an accountant in to
the IT dept. But yes you can adjust him/
her in the project management dept. or
even in the planning and development
dept. Over there he/ she can utilize his/
her knowledge and increase the effective
and efficiency of the projects.

24. Don’t
rely on
relatives!

25. Do not rely on the family! Just
because it is a family business does
not means your every kith and kin is
suitable for the job. You may end up
in applying Nepotism deliberately
and negative selection
unintentionally.

26. Nepotism means just doing welfare
of your friends and family
regardless of their education,
competence or expertise. If a job is
vacant then opt for the most
suitable candidate not for the
closest relative.

27. Negative selection means hiring or
selecting a less suitable person for
a job. This could also means hiring
an actually incompetent person, a
rubber stamp manager or
executive for a job.

28. The prime reason for hiring such a
person is to safe guard one’s own
job and negating competition. Such
a person will not do any good for
himself/ herself but in the longer run
will ruin the progress of the
organization.

29. Let’s do a
recap!

30. 1. Don’t just call it a process,
make it a program!
2. Make everyone a mentor!
3. Create intense training
programs!

31. 4. Create a culture of Mentoring
and Sponsoring
5. Build Capacity of the staff
continuously!
6. Don’t rely on relatives! But do
Rely on Talent!

32. Just in case if you are
wondering what
Succession Planning has
to do with becoming a
legend? Good Question! 

33. You mentees are going
to galvanize your legacy!
We aren’t gonna stay
here for ever!

34. But our, values, vision and work
ethics are gonna survive via
them!
And they will assure the
Sustenance of our ventures and
movements in our absence!

35. For Further Consultation Find me at:
+92-32-12537250
thinktank1987@hotmail.com
pk.LinkedIn.com/in/andeel
Andeelali.contently.com
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