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Naming potential successors for executive and critical roles is a collaboration between leaders that requires thought, preparation, and discussions. Throughout this process, candidates for inclusion are vetted against objective standards (criteria) and aggregated observations/opinions by experienced leaders. Not only are future leaders identified for tracking and development, but they are also given exposure to a wider range of executives who are able to continue to directly observe and collect data on their growth and ability to act on their potential.
Generating a list of candidates involves issuing a request for top leaders and the leaders of critical skills teams for names of potential successors. The names and backgrounds are compiled either by individual leaders or assigned administrators who have access to detailed background information on the potential successors and HIPOs.