Lab managers need to prepare for changes in staff to ensure continuity of expertise and leadership. Developing succession plan roadmaps enables the lab to address both predicted and emergency changes in staff. Planning for succession enables potential internal candidates to be identified, developed, and prepared for the roles. Having a tangible plan motivates the lab to fulfill action items on time. Having a viable succession plan enables the lab to address changes and get back to delivering the science more quickly.
#1 – Understand succession plan needs
Analyze the key technical and leadership roles in the lab. Conduct a what-if analysis for each role. What if that individual left the lab? Who would you turn to in case of an emergency? Who would the other staff turn to if the existing leader was absent? Some departures, like retirements, can be predicted and prepared for. Other departures, like medical leave or exits, can be sudden and surprising. Having a plan in place to address these kinds of changes identifies the internal candidates for further development.
#2 – Develop candidates
Mapping the succession plan needs across existing staff helps to identify internal candidates for further development. Typically, these candidates demonstrate a combination of talents and potential that supports further investment in their development. It is important to plan experiences for these folks to help them develop, which can include things like specific technical, stakeholder relationship, and leadership skills. Each potential succession plan candidate should have a development plan that teaches the required skills to be successful when called upon for a more senior role.
#3 – Emergency plans
Succession plans cannot prepare the lab for every potential exit. It is very hard to plan for unexpected departures. A useful addition to the succession plan is an emergency plan that describes who can cover for an important role for a short time until a more qualified candidate can be developed or hired. There are a variety of options to consider for emergency coverage, including sharing the role with a team, shifting leadership roles, bringing back a willing retiree, hiring a consultant, or giving a more junior staff member an opportunity to shine. The key is to consider these options before they are needed, so that quick action can be taken to reassure staff that the situation is under control.
