Opvolg beplanning. Om dit te kan verstaan moet ons eers weet wat is opvolging. Opvolging, simpelweg, is die oordrag van een generasie na die volgende generasie. Dit is waar jy die leierskap van jou entiteit of jou maatskappy oordra van die een generasie na die volgende generasie. Byvoorbeeld, van ouma en oupa na hul seun of dogter. Of waar hulle ‘n geslag spring, van oupa en ouma na hul kleinseun of kleindogter, afhangende van wie belangstel in die entiteit. Opvolging is die oordrag van leierskap, of bestuur, van die entiteit na die volgende generasie.
Dit is egter nie beperk tot familiebesighede of tot familie nie! Kom ons gestel jou kinders stel nie belang in die entiteit nie, dan kan jy dit dalk oordra na ‘n neefie of ‘n niggie toe. Of as jy ‘n potensiele koper gevind het wat die entiteit by jou gaan oorneem. Dan gaan jy ook oordra van jou persoonlik na daardie persoon toe.
Nie alle oornames, of alle oorkope, word gedoen deur ‘n multimaatskappy wat jou entiteit gaan integreer in sy eie entiteite nie. Dit kan voortbestaan op dieselfde basis waarop dit huidiglik bestaan. Dus die oordrag van leierskap van een generasie, of een bestuur na die volgende bestuur toe. Dit is opvolging.
Nou opvolgbeplanning. Dit is die opvolgingsproses wat jy basies dokumenteer, waar jy na alle stappe of moontlike fasette in hierdie proses kyk. Dit is sodat jy ‘n gedokumenteerde gedetailleerde proses het wat sê: my opvolger moet byvoorbeeld nog onderrig ontvang in, spesifiek leierskap, of moet nog ‘n bietjie meer ervaring opdoen in die industrie. Kan ons hierdie opvolger erens laat werk in ons industrie om meer te leer?
Dit is waarna jy ‘n opvolgbeplanning kyk. Jy gaan kyk na al die fasette in daardie proses en dan gaan dokumenteer jy wat is nodig, wat moet gedoen word. Jy as leier, of as die persoon wat afgee, moet gemaklik voel dat die persoon wat by jou oorneem gaan dit ten volle kan doen. Jy wil nie jou harde werk, jou jare se werk, net weggooi nie. Of net in die drein af laat gaan nie. Jy wil dit ordentlik oorgee en jy wil jou opvolger basies die gereedskap gee om daardie entiteit vorentoe te neem. Dit is wat opvolgbeplanning is. Verstaan eers wat is opvolging en dan weet jy wat is opvolgbeplanning.
What is succession planning?
Succession planning. To understand this, we must first know what succession is. Succession, simply put, is the transfer from one generation to the next. This is where you pass the leadership of your entity, or your company, from one generation to the next. For example, from grandma and grandpa to their son or daughter. Or where they jump a generation, from grandfather and grandmother to their grandson or granddaughter, depending on who is interested in the entity. Succession is the transfer of leadership, or management, of the entity to the next generation.
However, it is not limited to family businesses or to family! Let’s say your children are not interested in the entity, then you may be able to pass it on to a nephew or a niece. Or if you have found a potential buyer who will take over the entity from you. You will also transfer from you personally to that person.
Not all takeovers are done by a multi-company who will integrate your entity into its own entities. Your business can continue to exist on the same basis on which it currently exists. Thus, the transfer of leadership from one generation, or one management to the next management. This is succession.
Now succession planning. This is the succession process that you basically document. Where you look at all steps or possible facets in this process. This is for you to have a documented detailed process that says: for example, my successor still needs to receive training in, specifically leadership, or still needs to gain a little more experience in the industry. Can we find work for this successor somewhere in our industry to learn more and gain experience?
This is what you look for in succession planning. You are going to look at all the facets in this process and you are going to document what is needed, what needs to be done. You as a leader, or as the person handing over, must feel comfortable that the person who is going to take over from you can do it well. You don’t want to just throw away your hard work, your years of work. Or just let it go down the drain. You want to hand it over decently and you want to basically give your successor the tools to take your entity forward. This is what succession planning is. First understand what succession is and then you know what succession planning is.
