Succession Management

Identifying, developing, and managing a pool of future leaders and critical role contributors that drives readiness for filling key positions as they are vacated over time.

Documents included in this package

Level 1 - Core

Developing a List of Top Executive Positions to Plan for Future Replacements.

Initiating the process involves identifying the roles for which replacement candidates are needed. Typically, succession management is conducted for the most senior, and thus ... more »

Identifying Standardized Criteria and Recommending Successor Candidates with Potential for Higher-level Positions.

Once the positions to be planned for are determined and documented, criteria for selection and a list of potential successors for each role can be determined. Leaders develop ... more »

Identifying Talent Gaps in Replacement Candidate Availability or Readiness.

Once succession candidates are selected and approved, it is possible to review what is referred to as “bench strength” in its entirety. Bench strength refers to the ... more »

Preparing Selected Candidates for their Next Role Through Interim Development Roles or Training Programs.

Once successor candidates are identified and their gaps to the Success Profile are agreed upon in their presentation to top executives, learning and development actions for each ... more »

The Succession Replacement Summary Chart Tool: Capture Decisions Made on Successors for Each Senior or Key Contributor Role.

Capture Decisions Made on Successors for Each Senior or Key Contributor Role. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »

The Success Profile Tool: Specify the Background, Skills, and Capabilities Expected from Individuals in Key Roles.

Specify the Background, Skills, and Capabilities Expected from Individuals in Key Roles. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »

Level 2 - Advanced

Planning for Future Succession Needs in Key and Critical Non-management Roles.

The planning process flows first and foremost from the organization’s strategies and objectives, then from a review of the resulting workforce needs. It is through this ... more »

Developing Multiple and Objective Selection Criteria for Replacement Candidates.

Succession management is essentially a prediction of the future – who will eventually grow into a successful executive or critical role-holder? As such, the adoption of ... more »

Identifying and Calibrating Successors and HIPOs for Each Role Through Structured and Standardized Assessment Sessions.

Naming potential successors for executive and critical roles is a collaboration between leaders that requires thought, preparation, and discussions. Throughout this process, ... more »

Planning Individually Tailored Development for all Identified Successors and HIPOs.

Once successors and HIPOs for critical roles are approved by top leadership, preparing those individuals for development planning is essential. The primary objective is to fill in ... more »

The Talent Profile Tool: Detail the Relevant Background Data to be Used When Assessing Candidates for Successor or HIPO Status.

Detail the Relevant Background Data to be Used When Assessing Candidates for Successor or HIPO Status. Ready-to-Use Tool [Download Template & Excel File]... more »

The Nine (9) Box Tool: Document and Facilitate Future Leader Identification and Discussing Actions in Succession Management Processes.

Document & Facilitate Future Leader Identification. Discuss Actions in Succession Management Processes. Ready-to-Use Tool [Download Template & Excel File]... more »

Level 3 - Emerging

Going Deep in the Organization with Larger Talent Pools of Potential Succession Candidates.

One essential element of emerging succession management is the identification and development of talent earlier in a career. While some organizations encourage the review of all ... more »

Leveraging AI Technology for Automated Identification and Planning for More Equitably Developed Succession Pools.

Newer succession management technology brings the promise of more simplified and objective decision making using integrated datasets and/or artificial intelligence (AI) and machine ... more »

Conducting Robust and Impactful Group Talent Reviews for Increased Equity and Fairness.

A Talent Review process is a formal, structured, tiered progression of meetings that increases the objectivity, transparency, awareness, and fairness of employee capability and ... more »

Using Scenario Planning for Potential Business and Key Personnel Change Situations.

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 ... more »

Generating Advanced Succession Execution and Impact Metrics.

Having the ability to track and observe the execution and impact of a succession management process is of tremendous benefit to the top leadership of a company. It provides ... more »

The Succession Planning Template: Compare Successor Candidates Across Required Role Proficiencies and Define Actions to Close Gaps.

Compare Successor Candidates Across Role Proficiencies & Define Actions to Close Gaps. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »

Related Documents

Conducting Workforce Segmentation to Focus on the Most Valued Positions.

Workforce Segmentation describes the process of categorizing roles in the organization and determining the value of each relative to the strategic objectives of the company. The ... more »

CHRO Success Profile: Deep Dive.

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HR Business Partner Success Profile: Deep Dive.

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Lessons Learned in Retaining Talent: Perspectives.

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Critical Cultural Elements Needed to Retain Talent: Perspectives.

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Advice for Leaders and Managers on How to Retain Talent: Perspectives.

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