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Newsletter - September 2007

OI Partners

Creative Metrics in Succession Planning

September 13, 2007 - Suzanne Douglas Harris

As women see more and more cracks in the glass ceiling, they are also impacting the traditional metrics for succession planning. A recent survey of high-achieving female executives reveals some characteristics these women have in common. Their thoughts offer insight worth considering in identifying future men and women for leadership positions.

  1. Leaders Live and Learn

    2. They are actively present in their own life. Consciously drawing on life experience, they remain open to unexpected ideas and information. They siphon knowledge about their immediate world and the greater world around them and find a way to assimilate the new data.

  2. Leaders Have Great Expectations

    3. They value possibility rather than the status quo. They have vision and know that as they move forward they will be articulating new goals. They set expectations about small and significant aspects of their career and life and keep them as goal posts. At every stage of life, they move with energy to build on accomplishments and reach for unexplored pinnacles.

  3. Leaders Are Proud of a Stubborn Streak

    4. They have a strong resolve rooted in self knowledge and self confidence. They rely on a track record of good outcomes to follow through even in the face of strong odds.

  4. Leaders Keep It Moving

    5. They welcome change and strive to broaden their horizons. They are found raising their hand for cross-functional teams, for assignments that take them beyond their current positions, for activities that are not just related to their immediate jobs.

  5. Leaders Speak Up

    6. They are solid performers and advocate for themselves. With emotions checked, they speak up about career objectives and seek out mentors and opportunities for development.

  6. Leaders Get Enough Oxygen

    7. Personal balance is crucial. They recognize that they have to take care of themselves before they can be a good performer in other endeavors.

  7. Leaders Pay It Forward

    8. A measure of humility is essential! Leaders understand that as they move through their days, there are often people who open doors, offer support, bring some insight – do something to help them. They don’t neglect to say thank you to those who have touched them in a positive way and then give others a reason to say thank you to them.

Good talent management will ensure that potential successors are identified and developed for each critical position. Turning to those who currently hold those key positions can provide creative metrics which enhance traditional best practices in succession planning.

Article is based on a continuing study by Suzanne Douglas Harris. Suzanne Douglas Harris is a senior consultant with OI Partners, Danbury, CT. She can be reached at 203-790-4507.