According to the Association for Talent Development, only 35% of organizations have a formalized succession planning process. This can be a risky proposition, especially if individuals in mission-critical roles unexpectedly leave your organization. One of the most common reasons for not having a succession planning process is the lack of understanding on which criteria should be used in identifying potential candidates especially since there are so many to look into.     A complete strategy for succession planning involves many segments, from training and development to career planning and skills analysis. This is not a simple process, and it involves buy-in from every level of the organization. However, when evaluating what criteria are important to look at when considering a candidate for succession planning, this blog post will look specifically at 4 key components and how to measure them. This process enables you to identify the internal candidates who have the greatest potential for certain roles within the organization. Leadership One specific personality trait that is often particularly useful for succession planning is leadership ability. While leadership ability can be challenging to develop and hone over time, psychometric assessments and leadership simulations can help highlight employees who have strong leadership […] read more