Planting the Seeds Before the Storm

Succession planning often feels like an emergency drill — frantic, last-minute, born out of crisis.

But the wisest gardeners plant trees long before they need the shade.

360-degree Feedback is one of the richest tools for nurturing leadership trees before the storm arrives.

Why 360 Feedback Strengthens Succession Planning

Traditional succession planning often relies too heavily on top-down evaluations or past performance alone.

Yet leadership potential isn’t just about what someone has done — it’s about who they are becoming.

360 feedback illuminates key leadership behaviours: emotional intelligence, adaptability, influence, and resilience.

It captures early signs of greatness — or red flags — that may otherwise go unseen.

How to Integrate 360 Feedback into Talent Development

1. Broaden the Lens

Use 360 feedback to identify rising stars beyond the “usual suspects.”

Peer feedback often surfaces hidden gems overlooked by hierarchy.

2. Track Growth Over Time

Rather than a one-time snapshot, use periodic 360 reviews to track development trajectories and readiness levels.

3. Connect Insights to Targeted Growth Plans

Don’t just assess. Invest.

Use feedback insights to craft personalized leadership development paths: mentoring, stretch assignments, and coaching.

Example: Future-Proofing with Feedback

A healthcare company layered 360 feedback into its succession pipeline.

Within three years, the majority of leadership roles were filled internally — and retention among high potentials rose dramatically.

Final Reflection

Succession isn’t just about planning.

It’s about planting — nurturing deep roots of leadership long before the winds of change arrive.