Language proficiency and succession planning: Developing future leaders

Berenice Lopez
business people in a board room with a graph on the wall behind
Reading time: 7 minutes

In today’s fast-paced business landscape, proactive succession planning is essential for HR professionals. Preparing the next generation of leaders is a business-critical initiative, to ensure organizational continuity, agility and long-term success.

Succession planning is often high up on the HR agenda, as it also promotes progression, reduces business disruption, and attracts top talent. There are many components to effective succession planning, including skills development, but one skill that’s often overlooked in this process is communication. One often overlooked yet highly influential component of effective succession planning is language proficiency.

At Pearson ELL, we believe strongly in the power of language and have designed our succession planning strategy with this in mind. The focus is on creating multilingual leaders who are not only proficient in their respective fields but also have a deep understanding of global culture and market dynamics.

In this blog post, we explore how communication skills and specifically language proficiency plays a pivotal role in succession planning and the development of future leaders. We’ll also provide actionable insights for HR professionals and managers on integrating language development into their succession strategies. As well as some insights from our very own ELL HR team.

Integrating languages into succession planning
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What is succession planning?

Succession planning is a strategic process that organizations employ to identify and develop internal personnel with the potential to fill key leadership positions in the future. The succession planning process involves steps such as identifying key roles, assessing potential candidates, developing talent through training and mentoring, and regularly reviewing and updating the plan. This systematic approach ensures that businesses have a pipeline of qualified and capable leaders ready to step up when current leaders vacate their roles due to retirement, career progression, or unforeseen circumstances.

Effective succession planning goes beyond merely filling vacancies; it focuses on growing leaders who are aligned with the organization’s culture, values and business strategies. A well-developed succession planning strategy is crucial for identifying and preparing successors for senior leadership roles, emphasizing long-term talent development and leadership training. It involves a comprehensive assessment of potential leaders’ skills, performance and development needs, coupled with targeted training and mentoring programs. By investing in succession planning, organizations can mitigate risks, sustain their competitive edge, and ensure business continuity in an ever-evolving marketplace.

Implementing a succession plan

 Successful succession planning involves:

  • Step 1: Identify roles: Recognizing the positions that are critical to the business and the individuals who have the potential to fill these roles in the future. This ensures business continuity and reduces the impact of turnover.
  • Step 2: Identify candidates: Strategically identifying and nurturing potential employees within the company to fill key organizational roles in the future.
  • Step 3: Prepare employees: Offering training and experiences that prepare these individuals for future leadership positions within the company.
  • Step 4: Transition: Implementing strategies that allow for a seamless shift of responsibilities when the time comes.

For internal candidates, we utilize a combination of performance evaluations, language proficiency assessments by the leader, and leadership potential indicators to identify candidates for key roles.

Additional benefits of succession planning

In addition to ensuring business continuity and minimizing the impact of turnover, succession planning can also support your wider HR initiatives, including:

  • Attracting top talent: An organization that has a well-developed succession plan in place signals to potential candidates that it values employee development and career progression. This can be a significant draw for top talent.
  • Fostering employees’ motivation and engagement: When employees see opportunities for growth and advancement within the organization, they are more likely to be motivated and engaged in their work.
  • Promoting diversity and inclusivity: By identifying and developing a diverse pool of leaders, succession planning helps organizations foster a culture of diversity and inclusivity.
  • Saving time and costs: Succession planning enables organizations to proactively prepare candidates for leadership positions, saving time and resources that would otherwise be spent on external recruitment. With external hiring costing, on average, 18-20% more than internally.

Integrating language proficiency into succession planning

Effective communication is fundamental to strong leadership, particularly when working with international teams. Mastery of English, the global business language, is essential. Enhancing English proficiency can significantly improve a leader's ability to communicate clearly and effectively with diverse audiences, making them more adaptable and confident in their roles.

Incorporating language training into leadership development programs is vital for identifying and nurturing future leaders. These programs should include personalized development plans, talent assessments, and considerations for diversity to better adapt to global and remote work environments.

1. Assessment and identification of key positions

Start by assessing the current language skills within your organization and identifying key positions that are critical to your business operations and future goals. Recognize the importance of these roles and ensure that you have effective succession planning in place. Evaluate potential leaders not only on their existing competencies but also on their ability to learn new languages.

At Pearson Languages, when it comes to identifying potential successors for key roles, we look beyond performance metrics. We consider language proficiency an essential skill set. Our Talent Management team works closely with the HR department and department heads to identify employees with strong language skills. These are individuals who not only excel in their current roles but also display the potential to take on bigger responsibilities.

We understand the risks and gaps that may arise in succession planning. To mitigate these, we conduct regular risk assessments and gap analyses, focusing especially on roles requiring specific language skills. For roles with specialized language requirements, we take a proactive approach by investing in targeted recruitment, promoting the use of our products for self-improvement, and providing immersive language experiences.

2. Training and development

Incorporate talent development programs into your leadership development programs to nurture high-potential employees through structured training. This can be done through formal classes, online courses, or immersive experiences such as international assignments or exchanges.

Encourage continuous learning and provide resources that make language acquisition accessible and engaging. When looking at language training you can use applications like Mondly by Pearson Workplace English to make learning relevant, fun and easy for staff.

Here at Pearson Languages, we believe in continuous learning and provide our employees with a plethora of opportunities to enhance their skills. This includes access to e-learning platforms, regular workshops and seminars.

3. Real-world application

Create opportunities for emerging leaders to use their language skills in real-world situations, emphasizing the importance of developing a competent leadership team that can fulfil both operational and strategic responsibilities. This could involve leading multinational projects, participating in global conferences, or managing international teams. Practical application solidifies language skills and builds confidence.

As for us here at Pearson Languages. Our company provides ongoing opportunities for high-potential employees to enhance their skills. Through mentoring, coaching and buddy support opportunities. Regular events focusing on professional development and internal groups that encourage knowledge sharing and collaborative learning.

4. Cultural training

Combine language training with cultural education. Offer workshops and seminars that cover cultural norms, business etiquette, and effective communication strategies for different global or local regions. This approach ensures that key leaders are not only linguistically proficient but also culturally competent, which is crucial for developing employees who might perform well in top leadership roles.

To prepare employees for future leadership roles that require language proficiency, we believe in practical learning. Our initiatives include cross-cultural leadership interactions and various engagement initiatives aimed at promoting language skills and cultural competency.

5. Keeping plans up to date

Once you've implemented the plan, it's important to keep it regularly updated to avoid any issues. A systematic approach to monitoring and evaluating progress is crucial to ensuring the effectiveness of language integration in succession planning. Establish key performance indicators (KPIs) related to language proficiency and regularly assess how these are being met.

This involves tracking the progress of language development in emerging leaders through assessments, feedback sessions and performance reviews. Such continuous evaluation allows organizations to make necessary adjustments to their training programs and to address any emerging gaps swiftly.

As a dynamic business, we believe in keeping our succession plans current. They are reviewed and updated annually to ensure our readiness to manage unexpected changes and evolving business needs. The focus of these reviews includes reassessing the language requirements for all critical roles while aligning with our global strategy.

Our commitment to continuous improvement helps us refine and enhance our succession planning strategy. Through regular feedback loops, monitoring industry benchmarks, and staying updated with the latest best practices, we continue to focus on incorporating language skills into our planning.

Successful integration of language proficiency

Talent management is an invaluable asset in the toolkit of future leaders. By recognizing its importance and integrating it with succession planning and leadership development practices, HR professionals and managers can explore employees' career paths and skills development while focusing on filling critical roles within the company.

Being part of a leadership development program that integrates language proficiency is an amazing opportunity for employees to enrich their lives and careers with essential language skills. These skills are pivotal in propelling them through the ranks within the organization. For individuals aspiring to international leadership positions, highlighting the organization's commitment to supporting language acquisition can be a significant draw. This not only demonstrates the company's investment in its employees' growth but also underscores its dedication to fostering a pool of well-rounded, competent leaders.

By focusing on language skills, the organisation ensures its leaders thrive, are equipped with the tools necessary to navigate the complexities of a global marketplace, and are ready to elevate their careers alongside the organisation's success.

 Find out how Pearson can support your team with language training and assessment for businesses.

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    Lesser-known differences between British and American English

    By Heath Pulliam
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    Heath Pulliam is an independent education writer with a focus on the language learning space. He’s taught English in South Korea and various subjects in the United States to a variety of ages. He’s also a language learning enthusiast and studies Spanish in his free time.

    British and American English are two well-known varieties of the English language. While the accent is often the first difference people notice, there are also subtle distinctions in vocabulary, grammar and even style. Many know about how Brits say boot and lift, while Americans would say trunk and elevator, but what about a few lesser-known differences?

    Here, we take a look at a few of the more obscure differences between British English (BrE) and American English (AmE).

    Note: British English is underlined and American English is italicized.

    1. Footballer and football player

    Along with the well-known difference of how in the U.S., football refers to American football, while football in Britain is what Americans like me call soccer, Americans also use player after the sport to denote someone who plays the sport. In British English, the sport with an added -er suffix is more common, like footballer and cricketer, not football player or cricket player.

    This is not universal, though. For some sports, the -er suffix is used in both dialects. Both Brits and Americans use the term golfer, not golf player. There are also sports where the -er suffix is never used, like for tennis, cycling and gymnastics. Nobody says tenniser, tennis player is used instead.

    People who cycle are cyclists and people who do gymnastics are gymnasts. Sometimes, badminton players are even called badmintonists. Overall, there aren’t really any concrete rules for what to call each player of a sport. Each sport has its own way of calling someone who participates in that sport.

    2. I couldn’t care less and I could care less

    The American version (I could care less) means the same thing. Although technically incorrect, it is still widely used in North America as an idiom and will be interpreted as not caring at all about something. Although popular, both variations can be heard in North America. Regardless, miscommunications do happen surrounding this phrase.

    “I could care less about who Harry Styles is dating right now.”

    “Oh, I didn’t know you were interested in tabloid news.”

    “I’m not! I just said I didn’t care about it.”

    “No, you said that you could care less, meaning that it is possible for you to care less about who he’s dating.”

    “Ugh! What I mean is that I couldn’t care less. Happy?”

    3. American simplification

    Both British and American dialects are filled with many minuscule differences in spelling and phrasing. For example, the words plough (BrE) and plow (AmE) mean the same thing, but are spelled differently.

    When two words differ, American English generally favors the simpler, more phonetic spelling. Hey, there’s another one! Favour (BrE) and favor (AmE). It’s apparent in pairs like analyse (BrE) and analyze (AmE), and neighbour (BrE) and neighbor (AmE).

    Many of these small spelling differences can be attributed to Noah Webster, author of Webster’s Dictionary, who sought to distinguish American from British English by simplifying many of the words.

    Some of his simplifications to American English are swapping the s for z, (specialised to specialized), dropping the u in words ending in our, (colour to color), and changing words ending in -tre to -ter (theatre to theater).

    4. Courgette and zucchini

    The history of this vegetable, whatever you may call it, tells us why zucchini is used in American English and courgette is used in British English. If you’ve studied languages, you can probably guess what country each name originated from. England was introduced to this cylinder-shaped vegetable in the 19th century by its French neighbors, while Americans were introduced to it in the early 20th century by the large influx of Italian immigrants.

    The word zucchini is something of a mistranslation from Italian, however. What Americans use (zucchini) is the plural masculine form of the proper Italian word, (zucchino).

    5. Anticlockwise and counterclockwise

    These terms mean the same thing, the rotation against the way a clock runs. In British English, this movement would be called anticlockwise, and in the U.S., they use counterclockwise. The prefixes anti- and counter- mean similar things. Anti- means against, and counter- means contrary or opposite to.

    You should use antibacterial soap in order to stop the spread of germs. Buying cheap clothes that only last you a few months is counterproductive in the long term.

    Can you guess how they described this movement before the invention of clocks with hands and circular faces? English speakers this long ago used sunwise. This direction at the time was considered auspicious and the opposite of the other direction.

    6. Have and take

    Have and take are used often before nouns like shower, break, bath, rest and nap. In the U.S., people take showers and take naps, while in the U.K., people have showers and have naps. Another example of this is how Americans take a swim and Brits have a swim. These are called delexical verbs and we use them all the time in English, both British and American.

    Although often different, both groups of English speakers have arguments, make decisions and take breaks.

    7. Quite

    This word is spelled the same in both American and British English, but means something different. In the U.S., quite is typically used as an intensifier, like the word very. In the U.K., it’s normally used as a mitigator, like the word somewhat.

    It can also mean completely if it modifies certain adjectives. (e.g., It’s quite impossible to learn a language in one month.)

    American English: That Mexican food we had yesterday was quite spicy.

    Translation: That Mexican food we had yesterday was very spicy.

    In British English, quite means something more on the lines of kind of, or a bit.

    British English: Thank you for the meal, it was quite good.

    Translation: Thank you for the meal, it was somewhat good.

    8. Clothing differences

    The category of clothes is one of the richest, with differences between the two English variants. How about those pants that people used to only wear at the gym and around the house, but now wear them everywhere?

    Brits call them tracksuit bottoms and Americans call them sweatpants. What about a lightweight jacket that protects from wind and rain? Brits might call this an anorak (derived from the Greenlandic word), but Americans would call it a windbreaker. Both variants also use raincoat for this article of clothing.

    9. Torch and flashlight

    As an American, I’ve been confused before when coming across the word torch while reading the work of an English author.

    To Americans, a torch is a piece of wood with the end lit on fire for light. What Brits are referring to when they use the word torch is a flashlight (AmE), a small, battery-run electric lamp.

    10. Needn’t and don’t need to

    Ah, the English contraction. Many English learners don’t particularly love learning these, but they are an essential and everyday part of the language. Needn’t, however, is one that I don’t think I’ve ever heard another American say.

    In the U.K., this contraction is fairly common. Needn’t, when separated, becomes need not.

    British English: “You needn’t come until Tuesday night.”

    Americans would say the relatively simpler don’t need to.

    American English: “You don’t need to come until Tuesday night.”

    Don’t be fooled into thinking British English has necessarily more difficult contractions than the U.S., though. Just come to the American South and prepare to hear famous (or infamous) contractions like y’all (you all) and ain’t (am not, is not, are not)!

    Conclusion

    There are hundreds of differences between British and American dialects, we’re only scratching the surface here. Some of these make more sense than others, but luckily, both Brits and Americans can usually understand the meaning of any English word through context.

    Some people would even say that Brits speak English while Americans speak American. Although each dialect from across the pond seems very different, they have far more similarities than differences.

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