Succession Planning

Succession Planning helps ensure business continuity and performance, particularly during times of shifting leadership and change. The following are some steps of succession planning.

Some things to consider:

• Identify Critical Positions Determine which roles are essential to the organization’s success and would significantly impact operations if left vacant.
• Develop Position Profiles Clearly define the responsibilities, required skills, experience, and leadership qualities for each critical role.
• Identify a Talent Pipeline Assess internal and external talent pools to find individuals with the potential to step into these roles in the future.
• Nominate Successors Select high-potential candidates who align with the organization’s culture, values, and long-term goals.
• Create an Action Plan to Train Successors Provide targeted development opportunities—such as mentoring, job shadowing, leadership training, and stretch assignments—to prepare successors for future responsibilities.
• Continuously Evaluate the Succession Plan Review and update the plan regularly to reflect changes in business strategy, market conditions, and employee readiness.