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8 Reasons Why Succession Planning Should Start With a Great Survey.

Updated: May 8

Reasons Succession Planning Starts with Great Survey

World class organizations understand that behavioral assessment surveys can play a critical role in the succession planning process for companies by providing valuable insights into the drives, motivations, and potential of employees. Indeed, over 80% of the Fortune 500 employ behavioral surveys for this purpose.

Here are a number of ways in which behavioral surveys can assist companies in implementing effective succession planning strategies:

  1. Identifying Leadership Potential: Behavioral assessments can help identify individuals with the potential leadership qualities for future leadership roles. This includes traits such as decision-making skills, communication abilities, adaptability, and emotional intelligence.

  2. Objective Evaluation: These surveys provide an objective and standardized way of evaluating employees, reducing the potential for biases in the succession planning process. This ensures that the most qualified individuals are identified based on their competencies and performance.

  3. Skill and Competency Mapping: Behavioral surveys help map the skills and competencies of employees against the requirements of key positions within the organization. This ensures that individuals with the right skill set are considered for succession, aligning talent with organizational needs.

  4. Development Planning: The insights gained from behavioral surveys can inform personalized development plans for employees, helping them address areas for improvement and enhance their capabilities. This, in turn, prepares them for future leadership roles within the organization.

  5. Succession Pipeline Building: By systematically assessing the behavioral traits of employees, companies can build a robust succession pipeline. This involves identifying and nurturing a pool of talented individuals who can seamlessly transition into key roles when needed.

  6. Objective, Data Driven Succession Decisions: Behavioral surveys contribute to making succession decisions more objective and data-driven. This helps ensure that decisions are based on an individual's demonstrated competencies and potential rather than subjective opinions.

  7. Employee Engagement and Motivation: Involving employees in succession planning through behavioral surveys can boost engagement and motivation. Knowing that their skills and potential are being recognized and considered for future roles can enhance job satisfaction and commitment.

  8. Risk Mitigation: Behavioral surveys can uncover potential risks associated with placing individuals in specific leadership roles. Identifying areas of concern early in the succession planning process allows for targeted development interventions or alternative strategies to mitigate these risks.

Behavioral surveys are valuable tools for companies looking to implement effective succession planning strategies. By providing objective insights into employee behaviors, strengths, and areas for improvement, these assessments contribute to building a strong and adaptable leadership pipeline for the future.

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