Management Succession Planning
with Personality Assessments


“In the end, all business operations can be reduced to three words: people, product and profits. Unless you’ve got a good team, you can’t do much with the other two.”

~Lee Iacocca~

Fidel was assigned to manage the succession planning in his company. Little had been done and he needed to identify key management positions and ideal replacement personnel within the ranks.

In the past he’d seen people promoted who didn’t succeed even though they had the proper training and skill sets.  Fidel felt there was a key missing ingredient.

He turned to personality assessments. He looked at Myers-Briggs, the Color Code, Fascination, and other methods to understand the way personality influenced success.

Fidel understood that personality type was only part of the equation in management succession planning, but it was still important.  “The company needs all of the personality types to function optimally,” Fidel said. “I realized part of my job was to create an atmosphere of respect for each personality type, so they felt free to bring their strengths to the table.”

  • Detail oriented personalities. Some people naturally attend to the details.  They make sure the reports are done on time, they meet deadlines, and assist others at being responsible and timely.  “I looked at the jobs that required this kind of close attention to detail,” Fidel said. “Then I made sure the person we put in our succession planning program had those qualities.”
  • Team building personalities. “There are some people that are natural team builders,” Fidel said.  They are good at creating enthusiasm, gathering consensus, and helping the team get along.  Fidel made sure these personality types were matched with the jobs that especially needed that group leadership.  He recognized, however, that this personality type would not excel at the detailed follow-through that might be needed.
  • Analyzing and processing personalities. Some people naturally follow critical thinking skills.  They work well in positions that require analyzing information.  They are gifted in sorting through massive information and understanding that it means and how to use it to their advantage.
  • Think-outside-the box personalities. These intuitive thinkers are great for getting projects started. They are creative, inventive and vital for brainstorming.  Fidel understood they should not be placed in management succession for a position calling for analyzing and processing.  They would serve the company best in places where their creative thinking was welcomed and essential. 
  • The excellent personality.  Some people just want the best—for themselves and their company.  Excellent is barely good enough. They are effective at driving others to be the best.  Fidel wanted this personality for succession planning for top talent that encourages the company forward. 
  • Nurturing personalities.  When people know others care for them they respond better and perform better.  They can be more effective sales people.  They can see a need and fill it.  In difficult situations, the nurturing personality can keep things running smoothly.  Fidel assessed the key jobs that needed someone who could be supportive under pressure.  Then he evaluated potential successors for these attributes. 

“People looked at me a little strangely, when I first required them to take these personality assessments,” Fidel said. “I even got a little push back from HR when I incorporated personality types into the management succession planning.  But it’s worked out beautifully.”

In the three instances where Fidel’s chosen successor moved into the new job, they have performed exceptionally well.  “I feel vindicated,” Fidel said.  “It’s doing everything I hoped it would.” 

Do you have concerns about your company’s management succession planning? Contact Joel and he can help you with this and other options to insure you have key players in place when you need them.

Talkback: How does your company work its succession planning?  What are key factors to consider?

Image courtesy of PixBay /

Help for the Introvert Personality:
How to Get Your Needs Met at Work

Introvert Tag

“You know you’re an introvert when you get excited about cancelled plans.”

~ Anonymous ~

Ryan is at a crossroads in his career. He’s been with the same company for five years, working in IT as a programmer. He gets along well with his co-workers and his manager thinks he’s doing a great job. Lately, however, he’s started to wonder if he should look for a change. He’d like to move up in the company, but all the hot jobs with great prospects are in sales. There’s a sales job that’s just been posted and he’s thinking of applying. But he feels uncomfortable every time he thinks about it. His brain is going in circles so he decides to call his business coach and run the idea by her.

Ryan’s coach asks him a number of questions about what the new job would look like. Would he be spending a lot of time on the phone, making calls and setting up appointments? Would he have a lot of tight deadlines and pressure to meet sales targets? Would he be working independently or would he be part of a team? Would he be in a position to do a lot of networking, attending meetings and public events? Ryan answers “yes” to all her questions.

“Clearly you have an introvert personality,” she told him. “All these activities that you’re describing generally make introverts very uncomfortable. It’s certainly possible for an introvert to succeed in some types of sales jobs. But before you decide to take your career in a whole new direction, I think there are three things you need to do:

  • Be yourself
  • Find your niche
  • Learn to compensate.

Ryan decides to do some further research and self-analysis before he makes a decision. If you’re contemplating a job change, you might want to follow these steps as well.

1. Be yourself. When you’re interviewing for a new job, whether it’s with your present company or a brand new management job, don’t be tempted to fake it. A job interview is where a potential boss or employer gets to know the “real you.” It’s his or her opportunity to see if you’re right for the job. But it’s not a one-sided deal. It’s also your opportunity to be who you are and see if the job is right for you. If you like to work independently, with little or no supervision, don’t brag about your teamwork skills!

2. Find your niche. A recent study conducted by CareerBuilder found that extroverts were more likely to rise higher in management ranks, by 22 percent compared with 18 percent of introverts. “The data does indicate that extroverts may be better suited for higher-level positions, many of which involve a lot of collaboration and public speaking,” says Rosemary Haefner, vice president of human resources at CareerBuilder. “But that doesn’t mean an introvert can’t still rise high in a company. It may be the case that many of the respondents began as introverts and gradually became more extroverted as the situation demanded.”

Here’s the key question to ask yourself: How comfortable will I be as an introvert in extrovert’s clothing? Can I play that role for an hour a day? Eight hours a day? Every day? Is this a skill I want to learn or am I going too much against the grain?

3. Learn to compensate. If you’re already in a job that’s not exactly your cup of tea, or if you’re contemplating a new opportunity that may take you outside your comfort zone, develop a game plan. First of all, be honest with your boss and your co-workers. If you’d enjoy setting up the trade show exhibit, volunteer to take that on if someone else will make the follow-up calls.

Pace yourself and don’t get into stimulation overload. That’s a sure loser for any introvert personality. If you’ve spent all day meeting with clients, skip the happy hour festivities with the gang and take a solo walk or do some yoga instead. If you’ve had a week of high-pressure deadlines, spend your weekend in low-key activities rather than shopping and socializing.

After some soul-searching and in-depth conversations with his boss and his human resources department, Ryan decides to develop an upward mobility plan in IT. He takes on some new projects and starts to develop his management skills so he’ll be ready to move up when the opportunity occurs.

Knowledge is power. Know yourself. Know your strengths and your weaknesses. Know what you want and how much you’re willing to change to get it. As Ricky Nelson crooned in his hit song, Garden Party, “You can’t please everyone, so you’ve got to please yourself.”

Are you wondering if a job or career change is right for you? Contact Joel today. He can help you sort through your options and make the right decision.

Talkback: Are you an introvert in an extrovert world? Have you developed some coping strategies that work? Share your ideas here.

Image courtesy of ulegundo /