I was at a breakfast seminar yesterday and the topic was “Leadership Succession: What’s in store for the next level”.  It was a lively group of people and we spoke about the importance of developing talent and promotion from within.  An interesting case study was presented.  An individual was promoted from a technical role into a senior operations role at a director level with no training, guidance or experience.  It was no surprise that she was burned out, worked long hours and also fell victim to mass turnover in her department.  This is common across many companies who promote to retain, motivate and recognize employees.  My question – Does the organization have an responsibility to guide, assist and fill the knowledge gap when promoting employees to roles outside of their expertise?

I’m interested in your thoughts?

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