An internal candidate's success after the promotion is determined by how they reorient themselves to work, their relationship with peers, and how they show up at higher-level leadership tables. The ability to be flexible and sensitive to the shift within an organization is important. You cannot be friends with direct reports and still entreat them as if things have not changed. You have to be willing to separate yourself (even if for a season) from your previous set of peers in a way that respects their invaluable contributions they made towards your success while honoring your new place within the organization. Leadership is not a popularity contest. It requires maturity, sacrifice, and a higher level of organizational commitment.

It is very important to find the right individuals who are high on ownership and accountability and aligned to the vision/ goal that you have, that probably is where I would start and then we can surely follow-up comprehensive training, mentorship, OJT etc… to scale them up.

Preparing Internal Candidates for Key Positions: Steps Of Success 1. Conduct Assessments Use 360-degree feedback and psychometric tests to identify strengths and weaknesses. 2. Create IDPs Tailor Individual Development Plans for each candidate based on their evaluation results. 3. Provide Training Offer workshops, mentorship, or online courses to address skill gaps. 4. Involve in Management Meetings Include candidates in management meetings to boost decision-making insights. 5. Assign Responsibilities Gradually give more challenging projects to build skills and confidence. 6. Perform Regular Evaluations Conduct periodic assessments for honest feedback on progress.

To ensure a smooth transition for an internal candidate in a key position, focus on these strategies: 1. Clear Communication: Keep lines open about expectations and changes. 2. Comprehensive Onboarding: Cover role tasks and strategic goals. 3. Mentorship: Pair the candidate with a mentor for guidance. 4. Training and Resources: Provide relevant training sessions. 5. Feedback Mechanism: Implement regular feedback for adjustments. 6. Team Support: Engage the team to support the new leader. 7. Set Milestones: Define clear goals to track progress. 8. Cultural Integration: Reinforce company culture and values. These steps help foster the candidate's success and ensure a smooth transition into their new role.

Grooming people for key positions is a much required yet often neglected activity as many leaders assume that the people being groomed are already star performers in the organisation and have been growing and grooming themselves effectively. In my experience, I have been able to bring up the people up to the key roles with adequate opportunities to train with and shadow the leaders. More importantly the alignment of the organisation and role's vision with the candidate should be consciously and activiely done and that makes the transition seamless.