According to a Deloitte study, 60% of companies don’t feel ready to meet their future leadership needs, and many struggle with where to focus their succession planning efforts. To help position your organization for a strong and successful future, today we’re sharing 3 best practices for making the right talent investments in 2025 and beyond:
Take a Full Talent Inventory
Prior to making any critical talent decisions, it’s important to evaluate how your current talent and skill sets align with both immediate needs and future strategies. Conducting a formal talent inventory is a great way to ensure you have the right individuals in the right seats today and detect any critical talent issues that must be addressed to accommodate future growth.
Be Proactive in Identifying & Developing High-Potential Leaders
It’s not enough to fill leadership gaps as they arise; rather, you must continually work to identify employees at all levels who demonstrate the potential to one day drive your organization forward. Once you identify your high-potential leaders, you can begin to allocate the necessary resources to develop and retain those key players so your organization is prepared for a seamless leadership transition when the need arises.
Create a Sound Structure for Assessing Candidates
When filling high-impact positions, it’s important to replace loose, intuitive definitions of potential with standard, research-based inputs that are more statistically predictive of future success. Assessment tools such as the Leadership Effectiveness Analysis can help you accurately gauge factors like direction setting, developing followership, implementing strategy, learning orientation, leading complex and dynamic change, and building and sustaining a positive culture.
