Succession must be intentional. So often organizations are looking for top talent but overlook the value in retaining and cultivating the talent they already have. Start by identifying team members with leadership potential and map out a clear, collaborative plan for their development. Pinpoint their strengths to delegate projects and increased responsibilities, but also provide extensive leadership training to address inexperience. As the saying goes, “You don’t know what you don’t know.” Also, consider establishing a mentorship program within your organization. Align future leaders with current leadership to ensure success in succession.

Something I’ve found helpful is to have an honest conversation with the team member. Do they want to move into leadership and take on more responsibility that way or do they prefer to stay in an individual contributor role and add greater responsibility that way? Once the individual’s goals are understood, then the leader can coach and/or mentor the individual to their goal. From this point forward it is all about good communication, being included in important conversations, getting involved in hard projects etc.

There are a select few, who have a natural instinct for leadership and they just need to be given the right platform and opportunity to demonstrate their leadership skills. The majority of us don't have a natural instinct right away as we enter the professional world, therefore managers/leaders need to cultivate it in their team members through a very personalised approach, as every professional has different strengths and weakness and they need to be groomed accordingly by doubling down on their strengths and improving on their weakness. This gives the individuals the right amount of confidence, then it is all about backing them on the right platform and opportunities to become future leaders.

Language and thinking go hand in hand and are inseparable. Using the word "grooming" in this context primes readers to think about manipulation, exploitation, and abuse. Instead, using "preparing a successor" is a good way to frame the question. To start, I would identify their strengths and areas for improvement through a self-assessment and a 360-degree feedback round. My next step would be to create a coaching plan to help them leverage their strengths and work on areas needing improvement.

For any organization cultivating a leadership mindset from the early phases of their career plays a key role. Provide guidance, support & valuable insights. Encourage open communication & align them on challenging projects which will help develop new skills & gain confidence. Provide regular feedbacks & use metrics to assess their progress. This not only helps the future leaders, it helps the organization to build a culture of excellence.

In a company's succession plan and sustainability, I would focus on mentorship and personalized development plans. I identify their strengths and areas for growth, providing tailored training opportunities. Encouraging them to take on challenging projects fosters confidence and decision-making skills. Regular feedback and open communication create a supportive environment for learning. I also emphasize collaboration and networking to broaden their perspectives. By empowering them with responsibilities and involving them in strategic discussions, I prepare them for leadership roles while ensuring a smooth transition for the organization.

For any companies succession plan, it is important to start communicating about it early on. See how many people raise their hands to volunteer and talk to other individuals who you see potential successors... These people need to be informed about the plans first and thereafter trained and mentored.

It's about providing opportunities for growth and responsibility. I start by identifying the strengths and areas for development, using a scientific approach like the "CliftonStrengths Test." From there, I tailor leadership opportunities to match their abilities. I encourage them to lead small projects, helping build their confidence and skills. I focus on coaching and mentorship, providing guidance while giving them the autonomy to make decisions and learn from mistakes. Regular feedback is mandatory. I highlight both achievements and areas for improvement. It's also important to foster a culture of continuous learning, so they are prepared for greater leadership roles.

As the recognized leader, my priority would be to foster an environment where every team member feels empowered to share their thoughts, regardless of their role. Creating a space for open dialogue is crucial to the team's success. I'd also establish a culture of accountability, modeling transparency and expecting the same from all, irrespective of hierarchy. Building this culture takes time, but if you're consistent with your values and the team sees their positive impact, they’ll eventually embrace them. Over time, you'll notice more team members stepping up, taking ownership, and becoming leaders themselves setting the stage for a team capable of thriving beyond your own leadership.