Can Employee Assessments Be Used for Succession Planning?

“Life is what happens when you’re busy making other plans.”

-Allen Saunders

You have plans for sales and plans for products and probably even plans for seating arrangements, but are you planning the future of your company? According to Software Advice,  62% of employees say working for a company with succession planning would make them feel “significantly more engaged,” and it’s not uncommon for companies to be missing an actual talent roadmap in place. This is a huge missed opportunity. Nevertheless, by having a handle on the personalities who are currently keeping your company moving, you can more easily and accurately develop a strategy for the future.

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Succession Planning

Is Your Succession Planning Program About to Go Up In Flames?

Owning or being an important part of business is about the little things. At first, the big decisions will take up most of your time: what is our business going to be? How will we lead our employees going forward? However, what separates good leaders from bad is how they deal with the decisions employees may not know they make, like their succession planning program. It may not define your vision as a business, but it will define how your business is run. Unfortunately, because these decisions often go unnoticed, it’s hard to know if you’re making them correctly. Luckily, we’ve put together some go-to signals that should act as red flags indicating your plan isn’t what it needs to be.

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Succession Planning, HR

Technology Makes Succession Planning Successful

The future of a business can be scary, even when that business is successful. Sometimes, organizations that are doing well feel an even more overwhelming pressure to get the right plan in place and avoid any succession problems. The good news is, for every CEO and business owner who develops a succession plan, there is a talent management team thrilled to see it.

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Goal Alignment, Succession Planning

A Clear View of the Talent Lifecycle: Succession Planning [Part 6]


Effective succession planning is going to involve strong goal alignment and robust performance management. One without the other is kind of like using a $.25 claw machine to do your succession planning. So, get out your quarters, or learn about the tools and practices that can help you build an effective succession planning model.

Succession planning is the process that leaders use to identify and develop internal talent with the goal of using them to fill key leadership positions within the organization. So, while gaging performance is crucial, it is equally as important to foster this talent, and ensure that their professional goals align with those of the organization.

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Succession Planning, Succession Management

4 Ways Talent Alignment Will Change Employee Development and Succession Planning Forever

Note: This is a guest post written by Matt Norman, President of Dale Carnegie Training North Central US. You can follow him on Twitter at @mattnorman or read his blog at

In a recent global survey of executives, Dale Carnegie Training found that the top three “people” priorities today are:

  1. Leadership Development
  2. Leadership Continuity/Succession Planning
  3. Employee Engagement

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Talent Alignment, Matt Norman, Leadership Training Minnesota, Manager Training Minnesota, Dale Carnegie Minnesota, How Leaders Grow Today, Succession Planning, Employee Training

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