In the second quarter of each year, the leadership teams nominate potential successors for strategic key positions. This ensures that successors are identified in time to receive support for their development when needed to be well prepared for their next step. Overall, we aim to develop the majority of our key position holders internally. This aim is tracked and measured. Through the Succession Planning process, we optimise our opportunities for internal career moves yet ensure that we at the same time fill our pipeline of talents also externally.
Therefore People Development is an integral part of our People Process. People Development includes creating an Individual Development Plan (IDP) together with your line manager. The IDP consists of development actions which are agreed upon and reviewed at least every six months. These actions are then documented to assess their effectiveness. The majority of development actions consist of the following parts: