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:

  1. Determine the candidate’s interest in professional growth and development – if they’re not interested, don’t waste your time.
  2. Define the candidate’s Behavior, Attitude, Skills, Knowledge, Experience, and Talent.
  3. 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.
  4. Observe and assess performance.

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Successor Preparation

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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