By MC Advisory
Succession planning is essential for ensuring the long-term success and sustainability of any organization, especially in municipalities where leadership transitions can significantly impact operations. The following five tips provide practical guidance for municipalities to develop a strong succession plan that ensures continuity in critical roles and fosters leadership from within.
- Identify Key Roles
Start by focusing on the positions that are crucial to your municipality’s success. These roles are often the ones with the highest impact on daily operations and long-term goals, such as CAOs, Planners, Engineers, and Clerks. Identifying these roles early allows you to plan effectively for potential vacancies.
A practical way to do this is by engaging in ongoing conversations with staff, particularly through performance development discussions. Ask employees about their career aspirations—where do they see themselves in five years? This not only helps identify potential future leaders but also aids in understanding workforce needs.
For employees approaching retirement, it’s okay to inquire—respectfully and anonymously—about their plans. As discussed at the October 2024 UMNB Conference, employees are free to change their minds about retirement without facing repercussions. An anonymous survey can be a great tool to gather insights without putting anyone on the spot.
- Start Early
Succession planning isn’t something that should wait until a leader announces their retirement. Proactively planning for leadership transitions ensures there’s no disruption in critical roles. Starting early also provides time for employees to gradually take on more responsibilities.
With multiple generations in the workforce, municipalities need to find a balance between preserving institutional knowledge and empowering younger staff. Initiatives like shadowing programs can help younger employees learn from their more experienced colleagues. These programs foster knowledge transfer, ensuring that valuable experience isn’t lost when employees leave.
Another effective tool is mentorship. By pairing potential successors with current leaders, municipalities provide guidance and create opportunities for knowledge-sharing. As highlighted in the October 2024 conference, implementing a Knowledge Transfer System can ensure that institutional knowledge stays within the organization, even as employees retire.
- Assess Current Talent
Regularly assessing staff is key to understanding their potential and readiness for leadership roles. Conducting performance evaluations helps identify employees who are ready to step up and those who may need further development. According to a Deloitte survey, organizations with formal talent development programs are 1.5 times more likely to have high employee engagement.
Developing managers and directors today means growing future leaders who can confidently step into higher positions.
- Develop Internal Candidates
Investing in internal candidates is one of the most effective ways to prepare for leadership transitions. Leadership training should be a cornerstone of your succession plan, ensuring that employees are equipped to step into senior roles with confidence.
Municipalities can offer tailored training programs that focus on key competencies such as decision-making, team management, and problem-solving. Collaborating with educational institutions like the University of New Brunswick (UNB) or Mount Allison University allows municipalities to develop leadership programs specifically suited to public sector challenges. Additionally, career development initiatives such as job rotations or cross-training can help employees gain a broader understanding of the organization, preparing them for more senior roles.
- Plan for Multiple Scenarios
Succession planning isn’t just about preparing for planned retirements; it’s about being ready for any situation, including emergency transitions. By developing contingency plans, municipalities can navigate unexpected changes smoothly.
Here are some important considerations to include in your succession plan:
- Diversity and Inclusion: Research from McKinsey shows that diverse leadership teams are 33% more likely to outperform their peers. Building an inclusive leadership pipeline is essential for the long-term success of municipalities. To ensure diversity, municipalities should recruit from underrepresented groups and establish policies that promote inclusivity. Collaborating with local Indigenous communities, immigrant organizations, and other groups can help create pathways into leadership roles. Tools such as diversity audits can help municipalities track workforce representation and ensure it aligns with community demographics.
- Flexible Work Environments: Younger generations in the workforce prioritize work-life balance and access to technology-driven solutions. A 2021 PwC survey found that 74% of younger employees place a high value on development opportunities. Municipalities that embrace flexible work environments and digital tools will be better positioned to attract and retain talent. Offering clear career progression paths also motivates employees to stay and grow within the organization.
