<ul><li>Succession planning is often disrupted by inherent norms and behaviours, while smaller organisations starting their journey are also at a disadvantage.</li><li>Seven common roadblocks include cultural and structural inflexibility while below are ways to overcome them.</li><li>Be clear that identifying and developing future leaders is a critical business goal.</li><li>Define succession planning more inclusively with objective evaluation processes.</li><li>Emphasise merit-based assessments and provide leaders with the language to communicate succession planning effectively.</li><li>Frame succession planning as an opportunity to build a legacy.</li><li>Reward managers who support talent mobility and introduce pathways to recognise talent fostering.</li><li>Offer leadership mentoring and co-create development plans with talent to boost confidence.</li><li>Engage employees in open, nonjudgmental conversations to understand hesitations and consider diversity representation in senior levels.</li><li>Normalise career discussions and communicate that ambition does not conflict with loyalty.</li></ul>

The hidden barriers to effective succession planning: Mindsets and behaviours that hold organisations back

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