18d • General discussion
Do not wait for the promotion to start developing people
Last week, we talked about career paths.
Making growth visible.
Defining what “ready” looks like.
Giving managers the tools to explain the next level.
Giving good people a reason to see a future inside the organization.
This week, I want to push that idea further.
Because there is a mistake organizations make all the time:
They wait until a position opens before they start looking for someone who is ready.
By then, it is usually too late.
Now you are scrambling.
Who can step up?
Who has the skills?
Who has leadership potential?
Who can handle the responsibility?
Who needs training?
Who is actually interested?
And sometimes the answer is:
“We’re not sure.”
That is not a recruiting problem.
That is a development problem.
Workforce development should happen before the vacancy exists.
Your future supervisor should be developing while they are still an employee.
Your future project lead should already be getting opportunities to coordinate work.
Your future technician should already know which skills and credentials unlock the next level.
Your future manager should already be practicing feedback, accountability, communication, and decision-making.
Your future replacement should not become a conversation the day you give notice.
That is what a real talent pipeline looks like.
And there is another side to this.
As an employee, you should not wait for a promotion announcement before you start preparing either.
Ask:
What does the next level require?
What skill am I missing?
What responsibility can I start taking on?
What evidence would demonstrate readiness?
What can I learn before the opportunity exists?
Organizations have a responsibility to create pathways.
But individuals still have a responsibility to prepare themselves to walk them.
The strongest workforce systems connect both.
Visible opportunity + deliberate development + individual ownership.
That is how you stop filling every vacancy like it was an unexpected emergency.
So today’s question:
Does your workplace develop people for the next role before the opening exists, or does development start after someone leaves?
And for the individual side:
What are you doing today to prepare for an opportunity that has not opened yet?
Drop it below.
Because succession planning should not start with a resignation letter.
And career development should not start with a job posting.
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Do not wait for the promotion to start developing people
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