top of page
iStock-1413128025.jpg

Succession Planning 101: A Guide to Help You Prepare




Succession planning is an important process for every organization, regardless of size or industry. It guarantees the continuity of leadership, safeguards valuable knowledge and skills, and enables smooth transitions when key employees leave, retire, or are promoted. If you're unsure of where to begin, this guide will explain the essential components of a robust succession plan.


Why Prepare for Succession?

  • Minimize Business Disruption: Key people's unexpected departures can significantly disrupt projects, client relationships, and overall productivity. Succession planning keeps things running smoothly.

  • Retain Knowledge: When experienced employees leave, they take valuable institutional knowledge. A plan ensures that expertise is transferred and not lost.

  • Develop Future Leaders: Succession planning spotlights high-potential employees and grooms them to take on higher responsibilities, strengthening leadership pipelines.

  • Attract and Retain Talent: Companies with strong succession plans are seen as investing in their people, improving both recruitment and retention.


What to Prepare: Key Steps

  1. Identify Critical Roles: Not every position needs immediate succession planning. Focus on roles that, left vacant, would majorly impact operations, client relationships, or strategic goals.

  2. Define Successor Criteria: What skills, knowledge, and experience should a successor possess? Create detailed outlines for each key position. Remember to consider not just technical expertise but leadership and soft skills.

  3. Assess Potential Candidates: Evaluate current employees thoroughly. Who shows leadership potential and interest? Consider development opportunities like training, mentoring, and stretch assignments to help them reach their potential.

  4. Don't Forget External Candidates: While promoting internally is great, sometimes the right person is outside the organization. Expand your search by clearly focusing on the skills and experience you need.

  5. Create Development Plans: Once you've identified candidates, tailor development plans to their needs and the position's requirements. Include a variety of development activities such as:

  • Formal training and education

  • Mentorship programs

  • Cross-training and job shadowing

  • Stretch assignments and project lead roles

  1. Communicate and Document:  Share your succession plan. Transparency builds trust and helps potential successors feel valued. Thoroughly document the plan, including identified roles, candidate profiles, and development plans.

  2. Review and Revise:  Succession planning is an ongoing process, not a one-time document. Revisit it regularly to reflect shifts in the company, employee development, and external job market trends.


Investing in succession planning is not just a smart decision, it's a necessary one. It's a way to ensure the future stability and growth of your organization, while also demonstrating your commitment to the development of your employees. By investing in succession planning, you're investing in the long-term success of your company. Don't miss out on this opportunity to secure the future of your organization.

Comments


bottom of page