Identifying key positions within an organization is a critical step in succession planning. Here’s how I would go about finding these positions and representing them:
- Consult with Leadership: Begin by consulting with the organization’s top leadership, including the CEO, executives, and department heads. They will have insights into which roles are most critical for the company’s success. Ask questions about roles that have a significant impact on strategy, operations, revenue generation, and customer satisfaction.
- Review Organizational Goals: Examine the organization’s strategic goals and objectives. Identify the roles that are directly aligned with achieving these goals. These roles are often considered key positions because their performance has a direct impact on the company’s success.
- Job Analysis: Conduct a thorough job analysis for various positions throughout the organization. This involves gathering detailed information about the roles, including their responsibilities, required skills, qualifications, and the impact they have on the organization’s objectives.
- Benchmarking: Compare your organization’s structure to industry benchmarks and best practices. Determine which positions are commonly considered critical in your industry and how your organization’s structure aligns with these standards.
- Risk Assessment: Consider the potential risks associated with specific roles. Roles that, if left vacant, could pose significant operational, financial, or reputational risks are often considered key positions.
- Succession History: Review the organization’s historical data on leadership transitions and vacancies. Identify positions that have historically been challenging to fill or where the lack of a suitable successor has caused disruptions.
- Employee Feedback: Collect input from employees, especially those in leadership or subject matter expert roles. They may have insights into which positions are pivotal within the organization.
- HR Data Analysis: Utilize HR analytics and data to identify positions with high turnover rates, positions with specialized skills, and positions with a history of internal promotions.
- Strategic Planning: Participate in the organization’s strategic planning sessions to understand which roles are expected to play a crucial part in future growth and transformation.
Once you’ve identified key positions within the organization, it’s essential to represent them clearly. You can create a visual representation or document that includes the following information for each key position:
- Position Title: Clearly state the job title of the key position.
- Reporting Structure: Indicate who the position reports to and who reports to the position, if applicable.
- Responsibilities: Provide a detailed list of the primary responsibilities and duties associated with the role.
- Skills and Qualifications: Specify the required skills, qualifications, and experience necessary to excel in the position.
- Impact on the Organization: Describe how the role contributes to the organization’s strategic goals and success.
- Critical Competencies: Highlight the key competencies or attributes required for success in the role.
- Development and Training Needs: Identify areas where potential successors may need additional development or training.
You can present this information in a document, spreadsheet, or graphical representation, such as an organizational chart or a talent matrix, to provide a clear overview of the key positions within the organization. This representation will serve as a valuable reference in your succession planning efforts.