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How do you align your succession plan with your strategic goals and vision?

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Succession planning is the process of identifying and developing future leaders for your organization. It helps you ensure continuity, stability, and growth in your business, especially when faced with unexpected changes or challenges. But how do you align your succession plan with your strategic goals and vision? Here are some tips to help you create and implement a succession plan that supports your long-term objectives and values.

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1 Assess your current situation

The first step in succession planning is to evaluate your current leadership team and talent pipeline. You need to identify the key roles and responsibilities that are essential for your business success, as well as the skills and competencies that are required for each position. You also need to assess the performance, potential, and readiness of your current and future leaders, as well as any gaps or risks that may affect your succession plan. You can use tools such as SWOT analysis, 360-degree feedback, or talent matrix to help you with this step.

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Lisa M.

Regional Vice President- Revenue & Commerce | #BestLifeLadies
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Identify the gaps on your team so you can determine if you need to train or hire to fill those gaps. You can do this leveraging a 9 box and defining skills for each of the boxes

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Behzad Baghery B.Eng, PMP, CSSBB, ASQ CQM/OE

Organizational Excellence and Transformational leader
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In my experience, in different industries and organizations, the first step in the road map of strategic planning is to face the fact. Fact is not what we like to hear, is not what we want to be, and even not what customers say we are. Fact how good we are and how weak we could be. in an organization, I like naggers the most. between all the false pulses they send, they will also remind the deficiencies and loopholes. where we are? what facts do we want to know? are these facts proven? data has been filtered all key persons are in the loop and share their ideas? document the facts do the brainstorming do SWOT analysis

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2 Define your future needs

The next step in succession planning is to define your future needs and expectations for your leadership team. You need to align your succession plan with your strategic goals and vision, as well as your organizational culture and values. You need to consider the external and internal factors that may influence your business environment, such as market trends, customer demands, competitors, regulations, or technology. You also need to determine the time frame and criteria for your succession plan, such as when and how you will fill the key positions, what qualifications and experience you will look for, and how you will measure the outcomes.

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Behzad Baghery B.Eng, PMP, CSSBB, ASQ CQM/OE

Organizational Excellence and Transformational leader
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There are so many factors that affect the alignment between strategic and tactical plans in liaison with vision and missions. in my point of view, company vision should not just be the dream of the owner or funder or ... it should be the consequence of external opportunities, internal capabilities and technologies that might affect the growth of the organization.

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3 Develop your talent pool

The third step in succession planning is to develop your talent pool and prepare them for future leadership roles. You need to create and implement a talent development strategy that includes activities such as training, coaching, mentoring, job rotation, shadowing, or project assignments. You need to provide your talent pool with opportunities to learn new skills, gain exposure, and demonstrate their capabilities. You also need to provide them with feedback, recognition, and support to help them grow and improve.

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Lisa M.

Regional Vice President- Revenue & Commerce | #BestLifeLadies
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As a leader I am always building my talent bench. People leadership is about knowing what people want, then helping them to get there. Developing your leadership bench comes from knowing what people want, then giving them opportunities to flex their muscles in the key areas for success.

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Behzad Baghery B.Eng, PMP, CSSBB, ASQ CQM/OE

Organizational Excellence and Transformational leader
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the best program I have ever experienced was called, next-gen leaders. the program was promoting and encourages current talents and leaders to learn the required skills that will fill the gaps resulting from future growth. Encouraging and empowering talents to be tomorrows leader

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4 Communicate your succession plan

The fourth step in succession planning is to communicate your succession plan to your stakeholders, such as your board, senior management, employees, customers, or partners. You need to communicate the purpose, benefits, and process of your succession plan, as well as the roles and responsibilities of each stakeholder. You need to ensure that your succession plan is transparent, consistent, and fair, and that it reflects your organizational vision and values. You also need to address any questions, concerns, or feedback that may arise from your communication.

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Behzad Baghery B.Eng, PMP, CSSBB, ASQ CQM/OE

Organizational Excellence and Transformational leader
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Communication of the succession plan is definitely for everyone, but based on my 22 years of experience, unless the organization is fully flat and horizontal, the information should be transferred to employees on different levels. The communication should be filtered based on different clusters of employees' interests and effectiveness. what is necessary and motivating for the middle managers might be poisonous for the front-line supervisors

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5 Monitor and review your succession plan

The fifth step in succession planning is to monitor and review your succession plan regularly. You need to track the progress and performance of your talent pool and your succession plan, as well as any changes or challenges that may affect your business environment. You need to evaluate the effectiveness and impact of your succession plan on your strategic goals and vision, as well as your organizational culture and values. You also need to update and adjust your succession plan as needed, based on the feedback and data you collect.

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Behzad Baghery B.Eng, PMP, CSSBB, ASQ CQM/OE

Organizational Excellence and Transformational leader
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isn't it the most important part of the plan? this part is ignored most of the time in most organizations. As a common pattern, executives love to jump on the results and successful outcomes. they mostly forget to maintain the improvements, monitor the outcomes, interpret after-plan implementation data and guess what? most of the programs will fail after successful lunch

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6 Celebrate your successes

The sixth and final step in succession planning is to celebrate your successes and achievements. You need to acknowledge and appreciate the efforts and contributions of your current and future leaders, as well as your stakeholders. You need to share the results and outcomes of your succession plan, as well as the lessons learned and best practices. You also need to celebrate the milestones and transitions that occur in your succession plan, such as promotions, retirements, or handovers.

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Behzad Baghery B.Eng, PMP, CSSBB, ASQ CQM/OE

Organizational Excellence and Transformational leader
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Celebration is a two-blade sword. In my 22 years of career, in different big organizations, celebrations ended up in frustration for a big group of employees and unfair pride for a minority of others. What I recommend : do not thank any person or department do not give bonuses to special people or achievement try not to give any speech share respect and attention equally

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you align your succession plan with your strategic goals and vision?

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1 Assess your current situation

2 Define your future needs

3 Develop your talent pool

4 Communicate your succession plan

5 Monitor and review your succession plan

6 Celebrate your successes

7 Here’s what else to consider

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