Does your company raise up new leaders?

Is your company providing opportunities for younger workers to learn leadership and management skills? If not, you may want to consider creating a mentorship program. Allow the potential leader to experience all facets of the company’s operations.

The U.S. Office of Personnel Management says a succession plan should include: identification of needed leadership positions; identification of key leadership competencies; potential sources of talent, whether internal or external; recruitment or development strategies; and assessments of leadership policies to make sure goals are being met.

Sometimes hiring leaders from outside is the best option — or the only option. I would argue that it’s preferable to promote from within whenever possible because long-term employees are more likely to have ingrained the firm’s culture and values.

How would Jesus lead? Michael Hyatt, the head of Thomas Nelson Publishers, recently posted a thought-provoking blog on the topic (click here to read the blog). Hyatt points out that Jesus built a deep relationship with His disciples, especially a core group of disciples. Few modern leaders, Hyatt says, train a small group of disciples, much less build deep relationships with confidants, thus hurting their ability to leave a lasting legacy. Jesus’ disciples carried on His work, which has lasted for two millennia.

Great leaders are created, not born. Succession planning can help you develop your firm’s next group of great leaders.


About Jason Reynolds
I'm a reporter, blogger, husband and aspiring author. When I'm not working, spending time with the family, or reading (which is quite a bit), I enjoy cooking, traveling, photography and wrangling my family's cats and chickens.

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