Succession Planning Through Training

⛳ Design Team’s Growth Matrix (https://lnkd.in/dh9RixmW), a framework to provide clarity around individual roles, expectations and a path to levelling up design careers. Neatly put together by Shannon E. Thomas. 👏🏼👏🏽👏🏾 ✅ Every design team needs their own custom team’s growth matrix. ✅ Scale of design teams often leaves less room for specialization. ✅ To make impact, you might need business skills — even as a junior. ✅ Knowledge is scattered across 4 main disciplines and 8 categories. ✅ 4 high-level disciplines: Design, Content, Design Ops, UX Research. ✅ Systems Thinking is the ability to work within, or shape a system. ✅ Project Management is the practice of planning and executing work. ✅ Business Acumen is understanding and applying business strategy. ✅ Strategic Thinking is how design engages with entire company. ✅ Technical Literacy is understanding/managing technical limitations. ✅ Testing & Research is how to seek out and integrate user feedback. ✅ Interaction Design is about design patterns and how to apply them. ✅ Aesthetic Language is about raising the quality bar and standards. As Shannon shows, there are different expectations (or levels) within each category. With too few levels, designers don’t have enough room for growth. With too many levels, distinction between each jump becomes blurry. So we use 5 levels: Potential, Competency, Proficiency, Expertise and Mastery. Map categories and levels against roles, and you end up with a growth matrix that provides a basic structure for any given role within the design team. Each levels builds on the last, and allows the team to choose the management path or the individual contributor path. Helpful and simple. ✤ Useful resources: UX Spectrum and Shaping Design Series, by Jason Mesut https://lnkd.in/e4wy98kT A Guide to Becoming a Senior Product Designer, by Aaron James https://lnkd.in/eE5zrfuE Product Designer’s Career Levels Paths (PDF), by Ryan Ford https://lnkd.in/eC5G3_vg How To Set Up Performance Reviews, by Adam Sadowski https://lnkd.in/e9_Kn3Ba Figma Product Design & Writing Career Levels, by Figma https://lnkd.in/ewiczyXa UX Skills Competency Matrix (+ Notion Template), by Roman Kaminechny https://lnkd.in/ej7zxzFv UX Skills Map template (Miro), by Paóla Quintero https://lnkd.in/eatzeRKT How Companies Organize Designers’ Roles, Titles and Job Levels https://lnkd.in/eP8hB3E5 #ux #design

As Tanuj Kapilashrami and I were doing our research to understand what truly distinguished the next generation of skills-powered organizations from their lesser peers for our upcoming book, three capabilities consistently emerged: 1) Work Design: The capability to seamlessly and quickly capture the early signals of evolving demand for work, understand the options available to perform the work (AI, FTEs, gig workers, etc.) and gain real insight into the gaps between the demand and supply of skills 2) Development: Unlike legacy organizations who view development as a "nice to do" when times are good, the next generation organization sees development as a strategic investment much like AI and production assets. They have the capability to continuously upskill, reskill and outskill talent at scale and speed to address the aforementioned skill gaps. 3) Deployment: Ensuring a return on development by deploying the skills developed efficiently, effectively and impactfully through the matching of skills to work, whether that is through jobs, gigs, assignments or other flexible ways of connecting talent to work. Learn more about these capabilities and their implications for the business, workforce and culture in our upcoming book; The Skills-Powered Organization. Link in the comments below #futureofwork #leadership #HR #skillspoweredorganization The MIT Press, Mercer, Marsh McLennan, Mercer US, The Fast Future Executive, Caltech Executive Education

𝐍𝐞𝐚𝐫𝐥𝐲 𝐡𝐚𝐥𝐟 𝐨𝐟 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐡𝐚𝐯𝐞 𝐞𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡𝐞𝐝 𝐞𝐱𝐭𝐞𝐧𝐬𝐢𝐯𝐞 𝐬𝐤𝐢𝐥𝐥𝐬 𝐥𝐢𝐛𝐫𝐚𝐫𝐢𝐞𝐬 𝐚𝐧𝐝 𝐦𝐚𝐝𝐞 𝐢𝐦𝐩𝐫𝐞𝐬𝐬𝐢𝐯𝐞 𝐬𝐭𝐫𝐢𝐝𝐞𝐬 𝐢𝐧 𝐚𝐥𝐢𝐠𝐧𝐢𝐧𝐠 𝐬𝐤𝐢𝐥𝐥𝐬 𝐰𝐢𝐭𝐡 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐭 𝐣𝐨𝐛 𝐫𝐨𝐥𝐞𝐬! 💡 Adopting a robust skills strategy is a game-changer for modern organizations. 📈 Today’s employers have a deeper insight into their teams’ capabilities than ever before—almost 70% have pinpointed the critical skills necessary for success in their departments. 👉 Ultimately, overcoming today’s skills shortages and ensuring a future-ready, employable workforce depends on embedding skills-based practices into every facet of talent management, according to a new interesting research published by Mercer US using data📊 from more than 1,100 talent, rewards and HR team leaders from 74 countries. 🔥 Organizations employ multiple approaches to map skills to individuals, including: ➡️ Basing practices on current job roles ➡️ Relying on managers to identify skills ➡️ Allowing employees to self-report their skills 📍 Finally, researchers unveiled a four-step roadmap for creating a skills-powered organization: ✔️ Define: Create the vision and link it to your business and people strategy. Define the unique “why” for your organization. ✔️ Engage: Engage the business and leaders to ensure agreement and support for the value, project scope and investment. ✔️ Build: Shape the roadmap to make sure your company uses the value of your hard work and dollar investment by making it “sticky.” ✔️ Activate: Test your initial plan in a pilot or proof of concept to learn and adjust before launching to the entire organization. ☝️ 𝙈𝙮 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙫𝙞𝙚𝙬: I really enjoyed diving into this fascinating research on skills. While many organizations still have a long way to go in fully transitioning into true skills-based entities, the findings highlight significant progress in understanding the wealth of skills within their workforce. It’s clear that this journey is not only lengthy but also requires cross-functional collaboration across the entire organization. Embedding skills-based practices into every aspect of talent management is essential, and the four recommendations provided by the researchers are incredibly insightful and actionable. Thank you 🙏 Mercer researchers team for these insightful findings: Brian Fisher Melba Gant Katie Jenkins 📚Heather Ryan Peter Stevenson ✍ Why is mapping skills to job roles a critical step in future-proofing the workforce? #skills #skillsbasedorganization #talent #career ———————————— ♻️ Share to empower HR professionals and elevate excellence in 2025! 💡 Follow Nicolas BEHBAHANI for more insights on HR, People Analytics & the future of work!

Is your workforce prepared for the monumental shifts coming by 2030? The skills gap isn't just a buzzword; it's a looming challenge that demands our immediate attention if we want to build a future-ready industry. Consider these insights that underscore the urgency: - SAE International warns that roughly one-third of all engineering roles will remain unfilled through at least 2030 due to a lack of qualified talent. That's a significant hurdle for innovation and progress. - The World Economic Forum highlights that 54% of the advanced manufacturing workforce will need reskilling or upskilling by the same year to meet evolving demands. We're talking about a massive transformation. I spent some intentional time this week considering my own team’s skills and the capabilities we need over the next few years to drive workforce transformation across our ecosystem. We need focus on empowering individuals and building a workforce capable of truly driving digital transformation. That's where recognized and verifiable credentials step in as a critical solution, helping to "mind the gap" that we've discussed before. Not all credentials are created equal. Both employers and students are increasingly looking for concrete proof of quality and industry relevance, especially for the skills vital for our evolving industrial landscape. - Recent Accredible research shows a striking 94% of HR and talent leaders want credentials with third-party endorsements – yet only 31% of issuers currently provide them. There's a clear demand for trust. - Coursera's findings echo this, with 61% of students prioritizing accreditation and quality assurance when choosing microcredentials. They want to know their investment in learning will pay off. Across Siemens, we map technological and business trends against core competencies to developing new education content to drive innovation. At Siemens Digital Industries Software, we’ve launched the first ABET-recognized industry credential that is gaining traction in both the existing workforce as well as in academia to address digital skillset gaps. ABET recognition isn't just a badge of honor - it's a testament to our commitment to quality and our passion for empowering engineers. It ensures that individuals gain the truly verifiable, high-standard skills essential to expedite their careers and lead digital transformation. How are you ensuring your team is equipped for 2030 and beyond? Let's discuss how we can collectively build the workforce of tomorrow. (Photo below taken this week of the beginning of a 252-step stairway in Galena, Illinois, to inspire our journey forward. Onward and upward to new capabilities and new heights!)

Succession Planning? What’s that, and why is it important? #Successionplanning is the process of selecting and developing key talent to ensure the continuity of critical roles. But it isn't just about finding a replacement for a key role; it's about nurturing a new generation of leaders. This is important for a number of reasons- ♦️Continuity and Stability: Succession planning ensures that when key positions become vacant due to retirement, resignation, or unforeseen circumstances, there is a clear plan in place to fill those roles. This prevents disruptions and maintains stability within the organization. ♦️Talent Development: It provides a structured approach to identifying and developing the talent within the organization. This helps in nurturing the next generation of leaders, which is essential for long-term success. ♦️Leadership Pipeline: It creates a pool of potential leaders who are trained and ready to step into key roles. This reduces the risk of leadership gaps and allows for a smoother transition when leadership changes are necessary. ♦️Employee Engagement: When employees see opportunities for growth and advancement within the organization, they tend to be more engaged and motivated. Succession planning can improve employee morale and retention. ♦️Cost Savings: Hiring externally for leadership positions can be expensive and time-consuming. Succession planning reduces the need for costly external searches and onboarding, as internal candidates are already familiar with the organization's culture and operations. ♦️Knowledge Transfer: It ensures that knowledge and expertise are transferred from experienced employees to their successors. This knowledge transfer is crucial for maintaining best practices and institutional memory. ♦️Crisis Preparedness: It is a valuable tool for disaster recovery and crisis management. When an unexpected event occurs, having a plan in place helps the organization respond more effectively. ♦️Enhanced Decision-Making: When employees are groomed for leadership, they gain a deep understanding of the organization. This can lead to more informed and effective decision-making when they step into leadership roles. ♦️Adaptability: In a rapidly changing business environment, succession planning ensures that the organization can adapt to new challenges and opportunities. It keeps the company agile and resilient. Whether you're a small business owner or part of a large corporation, having a well-thought-out succession plan is like having an insurance policy for your company's future. It minimizes disruptions, maintains stability, and fosters growth. DM for Corporate Trainings LinkedIn LinkedIn for Creators LinkedIn News India

SHRM identified the ‘skills gap’ as one of the biggest challenges facing organisations in 2025 - but traditional workforce development isn’t up for the task. For years, workforce development has been measured by  hours of training, rather than the actual impact on employees and business goals. Given that 44% of workers’ core skills will change by 2027, we can’t afford to waste time on generic, one-size-fits-all learning. The focus has shifted from just training delivery ➡️ real skill-building and career mobility. 1/ AI-powered learning is here. By using real-time data, HR can personalise development journeys that align with both employee aspirations and business strategy. 2/ Soft skills matter more than ever. Leadership, emotional intelligence, and adaptability are just as critical as technical skills. 3/ Strategic alignment is key. Learning should drive real workforce agility and long-term business success. Upskilling your workforce isn't just a checkbox exercise; it's essential preparation for a future where up to 42% of tasks are automated, enhancing both career prospects and job security. #TalentMapper #RightFitEverytime #WorkforceDevelopment #TalentManagement #HRTech #FutureOfWork #AIinHR __ 📈 This is the final trend in our 2025 trends report - access the full list via our website.

A succession plan can look complete. Until the moment it is tested. That’s when leaders discover if readiness was built or borrowed. Succession is leadership in action, visible every day. The strongest leaders build readiness through five practices: ❖ Stretch Roles Capability expands when people carry responsibility before they feel “ready.” Readiness grows in small, deliberate choices, not in sudden plans. ❖ Lived Responsibility Belief in talent is proven through trust. People step up when they experience responsibility, not just promises. ❖ Compounding Capacity Leadership capacity compounds like interest. Each delegation, and coaching moment builds confidence and judgment. ❖ Culture Shaping Daily acts of trust shape culture more than speeches. People learn whether growth is genuine or lip service. ❖ Preparation Revealed in Crisis Disruption is the real test. When a leader leaves, the truth emerges: capability was built, or time was borrowed. Succession done this way strengthens performance, builds resilience, and gives teams confidence in the future. So ask yourself: ▶︎ Who on your team could carry your role for a month? ▶︎ What would falter if you stepped aside? ▶︎ And when will you begin shaping the next handover? Leaders who embed succession into daily leadership leave behind confidence, not chaos. Coaching helps you design this system so readiness is never left to chance. Contact me to explore how. Where have you seen deliberate development shape leadership readiness? + Follow for expert insights on leading with clarity and impact.

As a young VC, I find myself diving into numerous books, each promising to offer a fresh perspective or insight. Yet, the challenge lies in truly absorbing and retaining the valuable lessons they contain. This changed when I discovered Shane Parrish’s Blank Sheet Method.....a straightforward, yet powerful approach that transformed my learning process. 🔹 Step 1: Set the Stage - Before starting any book, grab a blank sheet of paper. - On this sheet, outline what you already know about the topic. 🔹Step 2: Track Your Progress - At the end of each reading session, spend a few minutes updating your mind map using a different color to highlight new insights. 🔹 Step 3: Review and Reinforce - Before picking up the book again, go through your mind map to refresh your memory. - This review process helps solidify your grasp on what you’ve read and primes your brain to link upcoming ideas with what you already know. 🔹 Step 4: Build a Knowledge Vault - Keep these annotated sheets organized in a binder for easy access. - Regularly review them to reinforce your learning and connect concepts across various books and subjects. Why This Method Works Wonders: - Strengthens memory by recalling and building upon what you know. - Identifies missing pieces and clears up misconceptions. - Helps in connecting themes across disciplines - Stimulates unique thinking and insights - Periodic review solidifies information With each book, I find that my understanding grows not just in depth but in scope, creating a network of knowledge that extends far beyond a single subject. Have you tried using this or any other method for better retention? I’d love to hear what’s worked for you! #ReadingWisdom #LearningMethods #VentureLife #KnowledgeRetention

Unleashing Creativity and Confidence Through Tower Building: Team Building Management Game Team building exercises are an integral part of fostering collaboration, communication, and camaraderie within any organization. However, traditional team-building activities can sometimes feel mundane or uninspiring. To inject a dose of creativity and boost confidence among team members, consider incorporating tower building using only newspaper and cello tape as a limited form of resources. Tower building as a management game offers a unique and engaging way for teams to work together towards a common goal while overcoming constraints and unleashing their creativity. With just newspapers and cello tape at their disposal, participants are challenged to design and construct the tallest and most stable tower possible within a set timeframe. One of the key learnings from this activity is the importance of effective communication and collaboration within a team. Participants must brainstorm ideas, delegate tasks, and coordinate their efforts to ensure the success of their tower. By working together towards a shared objective, team members learn to leverage each other's strengths, support one another, and communicate openly and effectively. Moreover, tower building fosters problem-solving skills and encourages innovative thinking. Additionally, engaging in a hands-on activity like tower building can significantly boost confidence among team members. As they see their ideas come to life and witness the tangible results of their efforts, individuals gain a sense of accomplishment and pride in their work. Success in building a sturdy and towering structure serves as a confidence booster, empowering team members to tackle future challenges with a renewed sense of self-assurance. #TeamBuilding #ManagementGames #CreativityBoost #ConfidenceBuilding #InnovationCulture #CommunicationSkills #ProblemSolving #HandsOnLearning #Collaboration #LeadershipDevelopment #ResourceConstraints #TowerBuilding

This is the most overlooked risk in business that is costing millions to companies. Not having a succession plan. Companies plan for growth. They plan for expansion, innovation, and market shifts. But when it comes to who will lead next? Most are scrambling at the last minute. And that’s a disaster waiting to happen. The great resignation didn’t just hit employees, it hit CEOs too.  In 2022, 1,337 CEOs walked away, a 1.8% increase from 2020, as per Forbes. Yet, most companies still don’t have a solid plan for leadership transitions. And when a top executive suddenly exits? Panic sets in. Take Microsoft in 2013. In August’13, Steve Ballmer shocked Microsoft with an abrupt resignation. A company worth hundreds of billions was suddenly without a leader. The board had no clear successor. So, they scrambled, + Looked at 100+ candidates across industries. + Had in-depth discussions with more than 20 executives. + Nearly hired Qualcomm’s COO Steve Mollenkopf, until Qualcomm promoted him instead. + Considered Alan Mulally, the man who turned Ford Motor Company around despite his zero tech experience. And when Mulally withdrew? The media called it “Microsoft’s Plan B.” Six months later, they finally appointed Satya Nadella, a 21-year Microsoft veteran. The right decision. But what if they had picked the wrong person? What if they had forced an outsider into a culture they didn’t understand? What if Mulally, a brilliant executive, but from a completely different industry had led Microsoft? That’s the risk of poor succession planning. When a company relies on luck instead of leadership development, the wrong decision can cost billions. So, here’s what every company must do now: ✅ Stop treating succession like an emergency: It’s not a last-minute decision. It’s a continuous process. ✅ Develop leaders before you need them: If your best internal candidates aren’t being prepared, you’re failing them and the company. ✅ Look beyond titles: Experience matters, but so does vision, adaptability, and cultural alignment. ✅ Create a pipeline, not a shortlist: You shouldn’t be looking for one replacement. You should be grooming a generation of future leaders. The companies that win? + They don’t get lucky with leadership. + They build it, plan for it, and ensure that when one leader exits, another is ready. Because in business, the question isn’t if change will happen, it’s whether you’ll be ready when it does. #leadership #successionplanning #futureofwork  Puneet Chandok Satya Nadella