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AWA Home > Hybrid Working > How can you build talent and plan succession in a hybrid working world? (ep. 59) Our Work
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Hybrid working and succession planning: shaping future leaders and culture in the post-pandemic era.

In this thought-provoking episode, host Karen Plum is joined by AWA’s Brad Taylor and Paul Burton, along with Jo Reynolds, Director of Talent & Culture at AICPA/CIMA, to dissect the evolving challenges and opportunities of hybrid working in relation to talent and succession planning. The conversation centres on how these aspects are fundamentally shifting within organisations in the current landscape.

The episode delves into the nuances of navigating hybrid working models and their impact on identifying and nurturing leadership talent within organisations. It encourages listeners to ponder their own roles, ambitions, and the support they receive in their professional environments.

Addressing the post-pandemic need for change in succession planning, the discussion highlights the ongoing challenges of talent acquisition in a remote working context. The panel explores critical strategies to combat proximity bias, the need for more intentional skill development, and broadening the talent pool by redefining role criteria.

A key focus of the episode is on fostering a productive organisational culture that aligns with the evolving needs of employees. The importance of managers in linking succession planning with an organisation’s overall strategy is emphasised, along with crafting work experiences that are beneficial for both the individuals and the organisation.

Key topics of discussion include:

  • The influence of hybrid working on talent and succession planning strategies.
  • Challenges in talent acquisition and development in a predominantly remote work environment.
  • Approaches to overcome proximity bias and expand the candidate pool.
  • The critical role of managers in aligning succession planning with organisational strategies.
  • Developing an organisational culture that supports both the individual and the organisation.

Listeners are invited to gain a richer understanding of the dynamic shifts in organisational culture and leadership development. This episode is essential listening for leaders, HR professionals, and anyone keen on understanding the future of work and organisational development in a rapidly changing world.

For more about the guests and their areas of expertise, visit AWA’s team page.

Featured speakers

  • Brad Taylor, Director of Consulting, AWA
  • Paul Burton, Senior Associate, AWA
  • Jo Reynolds, Director of Talent & Culture, AICPA/CIMA (Association of International Certified Professional Accountants
  • Karen Plum, Host

FAQ’s

  • Challenges include:
    • Maintaining Visibility: Ensuring remote employees are recognised and considered for development opportunities.
    • Consistency in Development: Providing equal access to mentorship and training across both remote and in-office teams.
    • Building Relationships: Fostering strong connections and collaboration among distributed team members.
    • Tracking Performance: Effectively evaluating and managing performance in a hybrid setting.
  • Organisations can develop strong leadership by:
    • Providing Leadership Training: Offering targeted training programs that address hybrid work challenges.
    • Encouraging Communication: Promoting transparent and regular communication channels.
    • Fostering Inclusivity: Ensuring all team members, regardless of location, are included in key discussions and decision-making.
    • Supporting Flexibility: Allowing leaders to adapt their styles to the needs of remote and in-office teams.
  • Effective strategies include:
    • Implementing a Transparent Talent Development Process: Ensure clarity in career paths and development opportunities.
    • Leveraging Technology: Use tools to support remote learning, collaboration, and performance tracking.
    • Creating a Strong Culture of Inclusion: Foster an environment where remote and in-office employees feel equally valued.
    • Regularly Reviewing and Updating Succession Plans: Adapt plans to reflect the evolving needs of the organisation and its hybrid work model.