Defining a development plan provides benchmarks for successors and management to measure growth. Whether such a program is being developed for a family member employee or for a key manager, it should include the following steps:
- Determine the candidate’s interest in professional growth and development – if they’re not interested, don’t waste your time.
- Define the candidate’s Behavior, Attitude, Skills, Knowledge, Experience, and Talent.
- Identify their areas of interest as well as their areas of strength –it’s important to note that every leadership position does not require great salesmanship.
- Observe and assess performance.
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NextGen leaders can feel like they are stuck between and rock and a hard spot. Working to fulfill expectations of leadership as well as making their mark on the organization to earn respect. Click the following links for more drill-down resources on Successor Preparation.
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