Common sense would tell us that there are considerable differences in the combinations of behaviors necessary for high performance in entry level positions, supervisory roles, management positions, and executive levels. The challenge for organizations, however, is realizing that people don’t change that much.
Tools for employee succession planning are important because many organizations believe that behavioral changes can be learned over time, and they can to a degree. But, what you can’t change is a person’s motivation to exhibit these changes on a consistent basis. We can’t change a person’s traits.
Common succession management errors
Most organizations are experiencing performance problems because they don’t understand the correlation between the personality of a job and that of a person and how that often defines the level of performance we experience. This explains why a high performer in one role isn’t always a high performer in the role they’re promoted to – and why no amount of training seems to impact their performance long term.
Contact us and explore how our succession planning tools can provide you with better insight to help your organization build a clear set of behavioural models for every role, understand what motivates your high performers, and provide a clear employee succession plan for your organization’s bright future.