"Employees who spend 6 hours per week with their manager are 29% more inspired, 30% more engaged, and 16% more innovative than people who only spend 1 hour per week interacting with their leader".

“When dealing with difficult personalities, you need to be both respectful and assertive. Respectful means that you treat them with dignity and courtesy, even if they don’t deserve it. Assertive means that you stand up for yourself and your rights, without being aggressive or passive”.

Type 1: Narcissist (self-centered, entitled, manipulative, demands special treatment and  situations).

Solution: set clear boundaries, interactions focused on facts.

Type 2: Confidently Incompetent (overconfident, resistant to learning, unaware of their limitations).

Solution: provide guidance, give feedback, offer training opportunities to improve skills and performance.

Type 3: Silent Personality (quiet, avoids engagement, withdrawn, hesitant to participate).

Solution: create a safe space for open communication, offer support, encourage involvement.

Type 4: The Blamer (blames others, avoids responsibility, makes excuses).

Solution: emphasize personal responsibility, provide constructive feedback, encourage self-reflection.

🔽 Summary 🔽

To bridge this gap, HR should:

It's a critical HR process that ensures the organization has qualified leaders in place to step up when key roles become vacant. It involves identifying, developing, and preparing successors for future leadership positions.

✦ Identify Key Roles. HR should determine which roles are critical for the organization's future and require a succession plan.

✦ Assess Leadership Capabilities. Evaluate the current leadership team and potential successors using performance metrics and data to identify any skill gaps.

✦ Communicate the succession plan to all stakeholders. Ensure effective dissemination throughout the organization, involving executives, managers, potential successors, and key personnel.

✦ Facilitate Mentorship and Coaching. Provide mentorship and executive coaching to prepare potential successors for future roles and address any skill gaps.

✦ Ensure Visibility and Flexibility. Maintain open communication about successors with the leadership team and be prepared to adjust the plan as necessary for maximum effectiveness.