What is your approach to succession planning?

I've seen key person dependency be a major issue when people leave unexpectedly, so we've started using a 9-box grid to identify potential successors, it's been really helpful in developing a pipeline of talent without making current incumbents feel threatened, we just make sure to communicate the process clearly with them.

Honestly, I think it's pointless trying to make everyone feel okay about it, some people are always gonna feel threatened. We should focus on being transparent about why we're doing it and make sure the process is fair. I've found that involving the current incumbents in the development of their potential successors can actually make them more receptive to the idea.

Actually I've found that having an open conversation about succession planning can boost morale, it's made our team feel more secure knowing we're invested in their future. Sometimes it even motivates them to take on more responsibilities and grow with the company.

Fresh eyes can be really valuable here, I've found that bringing in external talent to mentor internal successors can be a great way to accelerate their development.