As we go higher, the number of people performing the roles decreases - till we reach the top where there is only one person who can occupy the top spot.
It is natural, therefore, that stakes multiply - for the aspirants as they vie for the senior roles and ultimately, for the top job.
During the process of succession planning, efforts must be made to provide alternative option for each of the aspirant and these must be discussed individually.
It sends a strong signal that the organisation wants to retain other aspirants as well.
Communication about the alternative roles that other aspirants will take up must be given the same importance as the main announcement.
A well handled one-to-one interaction with each aspirant is extremely critical to reinforce the fact that their contributions and their feelings are important.
-Muralidhar Rao, CEO, Future Human Development
Transparency is one of the key skills to be a leader, which builds the trust for both subordinates and seniors.
It helps in executing the plan with lots of advancement and focus, where the possibilities of crisis situation are very minimal.
If you look at the opposite side of it, a subordinate who is hanging around for advancement because of his boss and the boss in turn is supporting his boss, results in situation where the subordinate takes a decision for his own growth and movement outside the organisation.
Leaders must define and communicate business goals. Besides other things, clear growth path for everyone should be shown, previous benchmark achieved should be discussed and confidence should be built that the task is doable.
There will still be some disappointment, but being transparent in approach will help in minimising the resentment and gaining the acceptance.
--Sunil Goel, Director, GlobalHunt