succession planning
Succession planning is proactive and is a PROCESS, not an event! Succession is a systematic and deliberate effort to ensure ongoing continuity and knowledge transfer from incumbents to high potential employees. This only occurs when an organization adopts and culturally embeds specific procedures for the identification, development, and long-term retention of talented individuals.
...It’s all about readiness: The right people, for the right jobs, at the right time!
So, what exactly does a well-crafted succession plan look like? Breaking down this seemingly complex process can be simplified by examining the questions succession plans seek to answer:
- WHAT mission-critical positions do we need? The answer to this question can be found by conducting a critical position analysis.
- WHAT will future employees in this role need to have to be successful? This is discovered through the process of designing specific, future-based competency models for your critical positions.
- WHO will we intentionally develop for this role in the future? Identifying your “bench strength” requires assessment of BOTH current performance and future potential through an objective assessment process based on the future-based competencies.
- HOW will we develop our identified High Potentials? Successful development programs are based on your future-based competencies and include multiple lanes for learning including classroom, development plans, coaching/mentoring, experiential learning assignments, and outcome-based measurements.
- HOW do we embed this process in our organization? Embedding any process requires organizations to examine expectations and BELIEFS. When every incumbent in a critical position knows he/she is accountable for developing his/her future replacement(s), you know the process of succession has been embedded.
- WHY do we need succession planning? You’ve heard of the “Peter Principle” (Laurence & Hull, 1969) – promoting individuals to their highest level of incompetency. It really means that, in most organizations, people are promoted based on their performance in their CURRENT role, rather than their potential to perform in a future role.
Download our Succession Readiness checklist HERE!
Effective succession planning foils the Peter Principle by:
- Identifying the future-based competencies needed to succeed.
- Measuring those competencies in potential future candidates.
- Preparing employees BEFORE promoting them.
- Testing employees’ capabilities BEFORE promoting them.
- Setting high potential employees up for success.
- Designing systematic approaches that grow Employee Engagement.