It is a common practice in Succession Planning to rotate individuals through lateral career changes to gain experience that will equip them for future promotions. This is a very valid procedure. However, as a many employees will tell you, it is also very disruptive to their teams. If your manager is rotated every 12 – 24 months in order to get their job experience dance card punched – ouch. It creates upheaval due to varying decision making styles, in the communication rhythms, etc. read more »

I seldom hear people use these terms together as an inclusive process. I have usually heard people exchange the terms, but there is a big difference. Doris Sims, a very bright lady, has taken the time with co-Author Matthew Gay to outline the difference, Building Tomorrow’s Talent: The Practitioner’s Guide to Talent Management and Succession Planning.

Hint: Succession Management includes Succession Planning and a lot more.
(buy the book: http://www.amazon.com/)
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