When our change load is greater than our capacity to adapt, people will display dysfunctional behaviours and their performance suffers. Resiliency is the human ability to recover quickly from disruptive change without being overwhelmed or acting in dysfunctional or harmful ways.
Succession planning is not simply replacement planning. Replacement planning suggests that an organisation simply identifies one or two potential individuals who can work as a backup, for a temporary period, in a role, until someone appropriate is found.
Poor succession planning can have detrimental effects for an organisation such as reputational damage, profit loss and structural inefficiencies.
Talent reviews are a critical step in Succession Planning and are used to discuss talent information from many different perspectives. Instead of solely relying on one person’s perception, the power of team-based decision-making is leveraged, and used to improve the accuracy of organisational decisions.
The area of leadership development has exploded in the past 20 years. This is in part as a result of Millennials entering the workforce with a leadership capability gap and a need to address this gap.
In terms of South Africa’s Employment Equity Act, affirmative action includes “making reasonable accommodation for people from designated groups in order to ensure that they enjoy equal opportunities and are equitably represented”.