The age old problem to be warned against when succession planning your leadership team. How many times have you seen high performers promoted to critical leadership roles in your business without any assessment of the gaps in their management and leadership skills to be able to deliver success?
Without assessing these and putting a robust plan in place to fill the gaps, employee engagement and your business performance could plummet.
It doesn't mean that you shouldn't promote due to a lack of leadership experience but you have to support the individual by mentoring and coaching otherwise you are in for a bumpy ride!!
Managers are often hired based on their previous success in non-managerial roles or their tenured status. Is this the best way to fill roles that require management and leadership skills? Apparently not. In a March 2015 survey from Workplace Trends, almost half of the 1,000 HR professionals surveyed named leadership as the hardest skill to find, and only 36 percent listed leadership as a strength in their own organizations. Concurrently, one of the biggest issues in workplaces today continues to be engagement. A July 2016 Gallup survey found that nearly 32 percent of the 1,500 employees surveyed said they felt engaged in their work, a mere 4 percent increase since a previous survey in December 2013.