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Given all the data collected, compiled, and discussed during a Succession Management process, there exists an opportunity to leverage the information to plan not only the most likely replacement scenarios, but other more complex situations that arise with regularity in an organization’s history. These can include changes in strategic direction or market and competitive conditions. Because the succession process is designed to prepare a company for changes in the statuses of individual people in key or critical roles, it can also enable planning for larger, more complicated changes.
In scenario planning, individuals are moved into new or consolidated roles, with backfills for their vacated roles identified as well. Gaps due to a lack of ready-now candidates are then recognized, and proposed development planning or recruiting requirements are generated.