We’ve all heard about those organizations who have a dynamic and powerful leader who brings everything to new heights of success and notoriety.
But then, when the times comes where that leader moves on, things are never quite the same. Other able and competent leaders left because they never received an opportunity to grow and use their gifts because the organization so relied on that one dynamic leader. So, after their departure, the organization flounders, or worse, ceases to exist.
This is a scenario that Barry-Wehmiller has seen a time or two in our history of acquiring or, as we say, adopted companies and brought them into our family to hopefully give them new life.
One of the most caring acts of leadership and one of its greatest responsibilities is to provide a safe and stable living for those people who are in our organizations, who are within our span of care. That’s why the subject of today’s podcast is so important. We’re going to talk about succession planning, or strategic workforce planning. You may think you understand what that means, but after this discussion, you’ll truly understand why it should be a high priority of caring organizations.
Something that BW CEO Bob Chapman often says: "As leaders, it’s our job
to create an environment in which all the talents and abilities of the
precious lives in our care have a chance to come forth. It’s just
another way we can contribute to sending them home feeling valued and
fulfilled." This not only is for the benefit of the people within an organization, but for the future vibrancy of the organization itself.
Chapman & Co. Leadership Institute is Barry-Wehmiller's consulting arm that specializes in helping other organizations unleash the extraordinary in their businesses and their people. Succession planning is at the heart of what Chapman & Co. does, helping those organizations identify, develop and equip their leaders.
Today’s discussion features three Industrial Organizational Psychologists from Chapman & Co. — Melinda Bremley, Andrea Cornelius and Jenny Morton Eagen — and is moderated by Chapman & Co’s Jessie Turner.
As Melinda says during the discussion, "Succession planning requires people to stop and think more strategically
about 'what are we looking for, what is needed now, what is needed in
the future.' And that front-end piece of the process really is kind of the
game changer for having a more strategic mindset."