When a CEO, vice president, or senior level director leaves an organization, the result is all too often chaotic. These critical leadership positions are required to move organizational goals and initiatives forward, and they provide guidance to the rest of your employees on a daily basis. Without them, forward movement stalls and their absence may shake confidence and morale across your entire workforce. But it can be difficult to fill leadership positions quickly — and with the right people.
The answer to this challenge is to have a succession plan, which is a strategy for passing on leadership roles and responsibilities to well-prepared successors within your organization. But how do you identify who among your employees has the potential to take on a leadership role successfully? And if your employees are not ready for a promotion to the next level, what do you need to do to get them ready?
