As the structure of an organization matures and employees begin to mature and transition from their initial roles, succession planning becomes a key piece in ensuring the organization will continue to run smoothly.

Be proactive in outlining a succession plan that works best for the culture of the company. Set aside adequate time to identify the key traits needed for another leader to fill the soon-to-be vacant position. Even if a transition is not expected immediately, proper timing and planning make a difference in the midst of any occupational shift.

In the spirit of timing, this offers an excellent opportunity to provide training to other employees that may be interested in leadership roles down the road or perform trail runs for potential candidates whom may be closer to the level of accepting more responsibility. Opening up the chance for employees to actively seek leadership roles and identifying top performers, organizations pave a greater road towards smoother transitions.

Through training and vetting, it is important to relay the shared vision of the organization. Engaging in transparent strategic conversations will not only help develop a greater vision for future success inter-departmentally but it will also magnify the strengths of top-performers.

Once an internal succession structure is identified, the process should be mirrored and appropriately transitioned to fit the hiring strategy, establishing the traits valued in top-leadership parallels that of new additions.

After deciding to forge a new career path, resigning from the current position is naturally one of the next steps. As an executive, the utmost importance falls on how their departure transpires and how it affects the company in the long haul.

Appropriate transparency and confidence will define how any executive leaves their current role. Naturally, as a leader departs, followers begin to raise suspicion. Being confident in the transition without making vague excuses will alleviate that worrisome feeling that may arise in employees. The reasoning behind such change should be professional and future-centric rather than focused on the specific instances that led to the transition.

An in-person announcement to the organization is the best way to break news for any leave. Falling in line with transparency, this method allows current employees the chance to ask questions, witness organizational support and positivity and, most importantly, observe the raw emotion that is paired with any goodbye. No matter the circumstances, good or bad, executives will be able to better gauge the reaction of their team and quash any potential rumors or “this is what I heard” scenarios.

Leaving the company in good standing should be at the forefront of any executive’s mind after deciding to depart from their current role. While two weeks’ notice may be the norm, more time may be needed to ensure adequate measures and plans are in place to set the company up for future success. Whether it be two weeks or two months, a proper go-ahead plan should be established and communicated to support the company that such executive was once a part of.

With degrees becoming more and more common, the experience that a candidate brings to the position has taken the front seat in the hiring process. Needless to say, a degree does offer valuable skill important to a candidate’s resume.

The significance of completing a degree speaks to the candidate’s ability to be successful in various life and job-related aspects such as multi-tasking, social interactions, and ethical dilemmas. While the degree title and focus furthers the intellectual aspect of a candidate, it does not necessarily correlate to how much success a person will have within their position.

Experience is considerably the most valuable aspect a candidate can possess. The real-world experience that is transferable to the position in mind, provides far deeper insight as to how the employee will perform in a certain situation rather than the assumption of taught skills in the classroom.

However, a degree should not be any less valuable. Many entry qualifications for open positions specifically highlight the need of a degree to advance. Where the experience begins to overshadow a degree is through the interview process and the ability of a candidate to equate actual experiential moments to the demands of the job.

While the accomplishment of completing the route of higher education is still highly regarded in job recruiting, having first-hand knowledge of the qualifications that are to be expected has started to become the frontrunner when choosing between candidates with virtually similar resumes.