No need of Grey Hair to bag that management role

Organisations are placing big bets on young candidates who have the potential to play senior roles even if they aren't 100% ready for the position. As a result young employees are taking the opportunities of the management roles and are willing to take up the high potential earning responsibilities.

In a large-cap firm, 2 out of 3 senior roles were filled internally with employees who were not fully ready but had the potential to grow. Neha Pant, associate director of the HR association of SHRM India said that no one is a 100% ready. In order to grow one must be given learning opportunities so that they perform their roles better. Employees today want more active conversations about their careers. If they are told what's required for them to become the head of a vertical, they are willing to try out these roles. Filling the vacancies internally will be much be desirable because they will be able to easily network with with peers as they know the organisation and its culture. 

S V Nathan, partner and chief talent officer at Deloitte says opportunities are plenty, and the organisation believes that its better to promote people internally who are 60-70 % ready than to bring an outsider. The communications is a joint ownership of the individual, the firm and the ecosystem to ensure success. Most of the employees that joins an organisation have the feeling that they are capable of performing leadership roles in the organisations. Achieving this would be practical only if right intervention and coaching is given to them. Also if we feel that a person may not be a 100% ready for the role, the organisations should support that candidate so that he/she will be able to take up senior roles earlier in his career.