Build a bench of leaders

Succession plan for sustainability.
Add to Collection
Mark Complete

Succession Planning

0 votes, average: 0.00 out of 50 votes, average: 0.00 out of 50 votes, average: 0.00 out of 50 votes, average: 0.00 out of 50 votes, average: 0.00 out of 5
Rate This


High-performing organizations intentionally plan for leader transitions. Rather than being surprised by a leader’s retirement, departure, or promotion, sustainable systems plan for and develop the next leaders who can move into roles smoothly to maintain organizational momentum. Succession planning consists of three important components: defining a position profile, identifying potential successors (inside and outside of the organization), and then planning and implementing professional learning opportunities for successors to ready them for these key opportunities.


Succession planning is the intentional practice of considering what’s needed for key leadership roles, who might have or be most able to acquire the important skills, knowledge, and characteristics of a position profile, and then executing on a plan to ready our next leaders for their future positions. Two key outcomes of succession planning are most important.

First, effective planning for a transition from one leader to the next enables the system to continue progress with the least impact from a change and provides security for employees who can know that there is a plan for what happens when a key person leaves. By reducing employee anxiety, we maintain productivity and momentum through changes in leadership.

Second, succession planning is a highly effective retention strategy. By identifying high performing next level leaders, communicating the future roles you envision for them, and investing in their development for successful promotion and career advancement, you give these “irreplaceables” every reason to stay with your organization.


There are key actions for each of the three components of the succession planning process:

Grow Your Own Program

Leaders that provide training and coaching support for team members build competence and confidence in those who will lead the organization in the future. In the succession planning process, consider the following: Grow Your Own Program.

Set up an exploratory pipeline program for new leaders interested in building career options within the organization. Partner a potential successor with the leader serving in a position soon to open to complete current projects, especially ongoing or challenging projects, to learn about the position and processes. Conduct ongoing talent review discussions to keep options and opportunities open for rising talent. Invest in talent development training for rising successors.

Log in with your credentials


Forgot your details?

Create Account

User Profile Fields