How can succession planning adapt to the liquid workforce? How does the liquid workforce contribute to the skill gap? What role does onboarding play in early succession planning? In this episode of the Learning Blueprint podcast, we shift our focus to the crucial topic of succession planning within the context of the liquid workforce. With projections indicating that 25% of the workforce will reach retirement age by 2030, the impending gap in leadership and institutional knowledge presents both a significant challenge and a golden opportunity for learning and development professionals. This episode explores the urgency of preparing for these inevitable shifts, emphasizing the importance of proactive and strategic succession planning to preserve organizational continuity and integrity. Key strategies include: Early Integration of Succession Planning: Initiating succession planning right after onboarding to seamlessly transition employees into broader roles and responsibilities. Adaptive Pathways for Skill and Leadership Development: Offering diverse opportunities for growth, including mentorships, shadowing, and cross-functional activities, to prepare employees for future roles. Strategic Role Shifts and Continuous Learning: Ensuring that employees not only learn new skills but also apply them in evolving roles, enhancing readiness for leadership transitions.
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