18469_Authority_June

municipalauthorities.org | 61 linear organizations hinder succession planning. Flat structures lack clear advancement pathways, limiting leadership development. Linear hierarchies can be rigid, creating bottlenecks and slow promotions. Without balance, organizations struggle to identify, prepare, and transition talent effectively, risking leadership gaps and reduced employee motivation for career growth. Identify Key Positions and Competency Requirements - Organizations should define which roles are mission-critical and establish the competencies, licenses, and knowledge required to perform them effectively. These may include treatment plant operators, utility managers, laboratory analysts, or maintenance supervisors. Competency frameworks help align training and development with succession goals Conduct Talent Inventory and Gap Analysis - A review of internal talent helps determine who within the organization may be ready—or nearly ready—to advance. Skills inventories, performance evaluations, and potential assessments can identify high-potential employees. A gap analysis highlights areas where internal candidates require further development to meet future job requirements. Chunk Advancement – Keep your employees fueled. Chunking employee advancement into manageable steps helps employees build confidence, master competencies, and visualize career growth. It supports skill development, improves retention, and aligns training with organizational goals. A structured approach ensures employees are not overwhelmed and allows for continuous assessment, feedback, and targeted support along the way. You Can’t Clone Dolly – Do not expect or try to replace staff with people that have the exact same skill sets. First, a dynamic and valued employee has likely developed these both before and during employment in your organization. It’s virtually impossible those same conditions will exist for the next employee. More importantly, your organization has surely changed. What skills did the employee you are replacing lack, what skills were they resistant to learn, and what new skills do you anticipate being needed in the future for this position? Embrace the differences between old and new. It’s Not Just Employees – I have had the fortune of planning for my replacement twice in my career. Don’t forget that some of your contractors, contract staff, and professionals will make good employees someday, and some will be able to enter the middle or upper levels of your organization. Foster these relationships, be intentional regarding your interactions with them, and have some deliberate conversations periodically to understand their long-term career goals. Engagement and Culture are Important - Engagement and culture are vital to employee retention and succession planning. Recent data from a Gallup poll shows that 55% of Millennials are not engaged at work. A positive culture fosters loyalty, while engaged employees are more committed to organizational goals. Together, they create an environment where talent thrives, internal promotion is encouraged, and institutional knowledge is preserved—ensuring continuity and long-term workforce sustainability. Cross-Training is Right Sizing - Cross-training is essential to succession planning because it builds workforce flexibility, reduces knowledge silos, and prepares employees to step into critical roles during transitions. It enhances operational continuity, fosters skill development, and helps identify future leaders, ensuring that organizations remain resilient during retirements, absences, or unexpected vacancies. Develop Training and Career Pathways - Creating structured career development plans is essential for preparing future leaders and skilled operators. This may involve on-the-job training, mentoring, cross-training, apprenticeships, and Succession article continued from page 14. M ake no mistake , the most disruptive force in our industry is the day we lose treasured and dedicated employees .