Part of your goals is to develop a succession plan for key positions within your operation, including yourself. What is most helpful in reaching this goal?
A.
Conduct staff interviews to see who wants to be promoted.
B.
Conduct a review of staff goals and objectives.
C.
Conduct a skills gap analysis of current staff and incorporate the results into training goals.
A skills gap analysis (Option C) is the most effective method for developing a succession plan because it identifies competencies needed for leadership roles and helps design training programs.
Why Option C is Correct?
A skills gap analysis evaluates the current capabilities of employees and highlights areas for development.
This process helps align training programs with the competencies required for leadership positions.
IFMA’s Human Factors & Leadership Core Competency emphasizes proactive succession planning to ensure leadership continuity.
Why Other Options Are Incorrect?
Option A (Interviews about promotion interest): Interest alone does not determine readiness or capability for leadership roles.
Option B (Reviewing staff goals and objectives): While useful, this does not provide the full picture of skills deficiencies and training needs.
[Reference:, IFMA Core Competency: Human Factors & Leadership – Succession planning through structured skill development., Source: IFMA Workforce Development & Succession Planning Guide (IFMA, 2023)., , ]
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