Succession planning – Grow your own timber

Manie Prinsloo

Succession planning is a challenge across industries. It requires not only identifying high-potential talent but also preparing them to transition into key roles when the time comes. Without a framework, organisations risk losing internal knowledge, which can disrupt operations, and weaken their competitive edge.

One of these hurdles is internal mobility, ensuring that employees are both willing and equipped to take on higher responsibilities within the organisation (which can also support career planning). This challenge is particularly evident in industries like hospitality, where fast-paced environments and varied skill demands can complicate the talent pipeline, and where competitors often seem to just rotate talent between each other. Currently, we are collaborating with a client in the hospitality industry to tackle these challenges. By focusing on structured internal mobility and succession planning, we have put together a blueprint that can help them ensure leadership continuity while retaining top talent.

Assessments play a pivotal role in this process. Tools such as the PPA provide insights into behaviour and communication styles. HPTI assesses critical traits like adaptability, resilience, and work ethic, all factors required for leadership readiness. While TEIQue and 360 feedback is used to offer understanding of emotional intelligence and interpersonal impact, essential for navigating complex team dynamics.

Through these tools, organisations can objectively assess current capabilities, pinpoint developmental gaps, and craft tailored growth plans. For our hospitality client, this approach will help align employees' potential with the organisation’s leadership needs, ensuring a steady pipeline of talent ready to take the next step, and supporting them in “growing their own timber”.

jenskeyter

What an insightful post! Succession planning truly is the cornerstone of sustainable organisational growth, especially in industries like hospitality, where agility and adaptability are key. I love how you've highlighted the role of assessments like the PPA and HPTI in identifying and preparing high-potential talent. Tools like these not only provide invaluable insights into individual readiness but also create a structured approach to bridging developmental gaps. The focus on emotional intelligence with TEIQue and 360 feedback is especially compelling—leadership today is as much about interpersonal impact as it is about technical competence. Your collaboration with the hospitality client sounds like a game-changer, setting the stage for a more resilient and internally mobile workforce. Excited to see how this blueprint transforms their talent pipeline! 🌟