Succession Planning on Your Balanced Scorecard
by Lois MelbourneWe’re currently working to help a client with their workforce measurements. I’m steering them towards moving their Succession Planning matrix onto their corporate Balanced Scorecard. The corporate balanced scorecard is, after all, designed to provide a look at key indicators needed to drive your business forward.
I’d like to do a deeper paper on this subject and would appreciate your feedback on the topic, as well.
Do you have succession planning on your scorecard? Have you identified those positions at risk? Have you identified all the positions in your organization that need a strategy for replacement and succession plans? Can you measure your positions that have replacement plans and those that don’t? Are you tracking the depth of your bench on your scorecard?
These types of measures are critical in making sure your business realizes its success in the future. Can you see anything on the non-financial side of your scorecard that will have a bigger impact on your business than the half of your workforce that’s going to change in the next 8 years?
I look forward to exploring this topic further with you, and I will share more of our customers’ progress, too.
Cheers,
Lois
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