How to Restructure Your Succession Plan and Leadership Pathways to Be More Inclusive

In my early years navigating the intricate pathways of leadership, I often envisioned the journey as climbing a ladder—each rung representing a new challenge, a new achievement. Yet, as the landscapes of workplaces and communities evolved, it became evident that this traditional ladder wasn’t accessible to everyone. The model needed reimagining, not just for a select few, but for every individual with the passion and capability to lead and be more inclusive as a whole.

The Flaws in the Traditional Ladder

The age-old leadership ladder was straight, steep, and rigid. It often favored those with certain backgrounds, experiences, or networks, sidelining a wealth of diverse talents. This wasn’t just an oversight but a loss for organizations that missed out on varied perspectives and innovations.

The Shift to a More Inclusive Model  

Progressive organizations today aren’t just climbing the ladder; they’re reconstructing it. Here’s how:

1. Broadening Entry Points: No longer is a specific degree or background the golden ticket to leadership. Organizations are valuing diverse experiences, from grassroots movements to global travels, acknowledging the richness they bring.

2. Flexible Pacing: Everyone’s journey is unique. Some may wish to take a hiatus for personal growth or family, while others might juggle multiple roles. The new ladder accommodates varied paces, ensuring no one’s left behind.

3. Cross-Functional Movement: The journey isn’t just vertical anymore. Leaders are encouraged to move laterally, understanding different departments and roles, and enriching their holistic organizational view.

4. Mentorship & Sponsorship: Previously, mentorship was often about molding individuals into pre-defined leadership roles. Today, it’s about understanding individual strengths, and aspirations, and paving custom pathways for them. More importantly, it’s about ensuring diverse individuals aren’t just mentored but sponsored and given opportunities to shine.

5. Continuous Learning & Growth: The modern leadership ladder isn’t just about climbing but also expanding one’s horizons. Embracing lifelong learning, organizations are investing in continuous training, ensuring leaders stay relevant and adaptive.

The Power of Inclusivity in Leadership  

Inclusive leadership is more than just a buzzword—it’s a transformative force. Organizations that have embraced this shift are witnessing:

– Increased Innovation: With diverse leaders come diverse ideas, approaches, and solutions.

– Enhanced Employee Engagement: When every individual sees a pathway for themselves, motivation and commitment skyrocket.

– Broader Consumer Resonance: A diverse leadership understands a global consumer base better, making products and services more universally resonant.

Looking Ahead  

As I reflect on the evolution of leadership pathways, I’m filled with optimism. The journey ahead isn’t about creating leaders in a fixed mold but celebrating the myriad forms leadership can take.

It’s time to set aside the old blueprints and embrace a more inclusive, dynamic, and enriching leadership ladder. Because, at the end of the day, leadership isn’t about reaching the top alone; it’s about uplifting everyone on the journey upward.

Did you love this blog and want to read more? Keep reading

Catch Anton Gunn Live on LinkedIn



Recent Posts

How Well Do You Handle Your Team’s Complaints?

4 Actionable Steps to Listen, Engage, and Correct Here is some truth we fail to acknowledge: complaints are a reality in any workplace. Whether it’s concerns about workload, communication breakdowns, or even office politics, disgruntled

Read More »