What is the best way to explain your experience with succession planning in a People Management interview?

Succession planning is important to ensure a smooth transition of leadership. It helps organizations proactively prepare for the future and benefits the organization in another way by motivating every individual to do their best since they see a return for their effort. It clearly shows how the organization cares about employees' career aspirations and goals and how to align these with organizational goals.

The best way to describe experience on any topic in an interview is through the STAR(T) - Situation, Task, Action, Result, Takeaways - or the CARL - Context, Action, Result, Learning- method. Example: Context- we had a leader who we know will retire in 2 years Action- I worked with the leader to identify potential talent who could succeed him, then created successor profiles to determine what skills they had and capabilities they needed before the leader’s departure. We created individualized training programs for each potential successor and discussed with each potential successor. Result- plans are in process and employees are thrilled in the development. Takeaways- need to help leaders be less myopic in who will succeed them.

In a job interview, I made an impact talking about my experience in succession planning. Let me share a real example: I identified a talented team member, provided targeted mentorship and development opportunities, and witnessed their successful transition to a leadership role, significantly contributing to a critical project's success. This shows my dedication to growing talent, something I'm eager to bring to your team.

It would be great opportunity to share knowldedge, experience and good practices. So, on top of all this, talk about: - how team responded - obstacles and how did you resolve it - what was great, and what was not etc.

Easiest way is to demonstrate how your successor has taken over your or equivalent role in your org. I was fortunate to have a successor take on my role 3 times in my career so far. 2 other times it did not materialize, however the individuals went on to play senior roles in different organizations. It is great to share examples to give credibility. One of my managers shared a very interesting take on his role - Your job is to find and train someone who can do your job so you can do something else!