Training Industry Magazine - Summer 2022 - 28

hand knowledge on the analytics being
used for the succession process. Since
organizations will be using assessment
data to augment the succession and
development planning processes,
each employee should be debriefed
and coached with their own results.
In this way, a win-win partnership is
developed as both the employee and
the company are participating in helping
all employees grow and maximize their
capabilities and career experiences
that are congruent with their true talent.
This also assures that diversity and
inclusion efforts actually succeed,
which is critical. Too often, female and
minority candidates are stymied early in
their careers due to their inherent risk
factors, according to research reported
in the book, " Women Are Creating the
Glass Ceiling and Have the Power to
End It. " This means that their strengths
often are ignored as they are judged too
harshly as not having " the right stuff "
due to their risks. Men are typically
given a pass on their risks as they climb
the ladder to success according to this
same research.
If diverse candidates are provided
coaching and development to enhance
their innate strengths and to recognize
and minimize their risks, this can be
a game changer. Also, with objective
assessments used in the succession
planning process, more diverse
candidates will be identified as having
high potential. Without the assessments,
these top candidates stay under the
radar, while others, often less capable,
are propelled forward. The ideal is to
identify best-fit candidates to fill the
various succession pipelines. There is
an abundance of unrecognized talent
in every organization. Getting it right
matters because no one benefits from
being overlooked or for being placed in
a job where they do not fit well.
By adding AI coaching, not just
succession systems, to the mix,
organizations can scale to develop
all talent in a way that democratizes,
personalizes and digitizes coaching
to reach all levels of employees.
Without using technology, such as
AI avatar coaching, to increase each
persons' self-awareness and accurate
developmental action planning,
coaching cannot be afforded to
all. There are budget and logistical
limitations hindering live coaching
feedback for all levels of employees,
Until we deploy objective scientific
measures upfront and scale coaching
and development to all, no matter
how glitzy the AI approach may be,
succession planning systems will be
missing the main ingredient of gaining
a clear reading of the true talent and
potential of each employee. Don't forget
the sweetener!
Nancy Parsons has been the
president and founding partner of CDR
Companies, LLC since 1998 and is one
of today's top experts in combining
the science of assessments with the
art of developing people. She and her
team developed CDR-U Coach, the
2021 Stevie award-winning product
that provides a personalized AI-style
coaching experience to develop all
levels of employees. Email Nancy.
so this is typically only feasible with
digital coaching solutions.
There may be concerns with developing
all employees since there are limited jobs
at the top. The truth is, everyone needs
feedback, coaching and development.
To accomplish this, strategic succession
may include a career enrichment element
so that much of the development is
focused on the needs of each employee,
rather than focused on the rise to the
top. This should also improve employee
retention since younger employees,
millennials (particularly), crave feedback
and development; 94% would stay at
their current employer if they invested in
their long-term learning.
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Training Industry Magazine - Summer 2022

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