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How do you align your succession planning strategy with your organizational vision and goals?

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Succession planning is a vital process that ensures the continuity and sustainability of your organization. It involves identifying, developing, and retaining the talent that can fill key leadership and critical roles in the future. However, succession planning is not a one-size-fits-all approach. It requires alignment with your organizational vision and goals, as well as the needs and expectations of your stakeholders. In this article, you will learn how to align your succession planning strategy with your organizational vision and goals in six steps.

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Leah Carr

Career Success Coach |Top 11 Canadian Career Advisors: HireDiverse 2023 | HR Executive | Ivey EMBA Candidate 2025 |…
Paul Eder, PhD

I Lead You to New Insights | Strategy Consulting, Artificial Intelligence, & Data Innovation | Author of FIRESTARTERS
Jean-Marc Chevalier

Eidg. Fachausweis Lebensmitteltechnologie Strickhof Lindau

1 Assess your current situation

The first step is to assess your current situation and identify the gaps and risks in your talent pipeline. You need to evaluate the performance, potential, and readiness of your existing employees, as well as the external market trends and opportunities. You also need to consider the current and future challenges and opportunities that your organization faces, and how they relate to your vision and goals. This will help you determine the critical roles and competencies that you need to focus on in your succession planning.

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Paul Eder, PhD

I Lead You to New Insights | Strategy Consulting, Artificial Intelligence, & Data Innovation | Author of FIRESTARTERS
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I have written articles on succession planning strategies in organizations. You must focus both on the needs of your organization and the needs of your employees. Employees want to know the next milestone on their career path. They need to be prepared so that they can be successful when they get there. And leaders need to be honest. If the successor is NOT a current employee, institute reasonable strategies for recruiting and outreach as soon as a vacancy is expected.

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Travis W. Eckenrode

Business Process & Human Resources technology consulting (Certified SAP SuccessFactors consultant), Scaled Agile Framework (SAFe)
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100% agree. Very important to look at many demographic factors of your workforce such as employees at or nearing retirement eligibility, risk of loss, impact of loss, etc. when putting together your Succession Plan.

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2 Define your desired outcomes

The second step is to define your desired outcomes and set clear and measurable objectives for your succession planning. You need to align your outcomes with your organizational vision and goals, as well as the expectations of your stakeholders. For example, you may want to increase the diversity and inclusion of your leadership team, improve the retention and engagement of your high-potential employees, or enhance the innovation and agility of your organization. You also need to establish the criteria and indicators that will help you measure and evaluate your progress and success.

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Jean-Marc Chevalier

Eidg. Fachausweis Lebensmitteltechnologie Strickhof Lindau
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We need to determine the company's medium- and long-term needs and anticipate future developments. This anticipation enables us to see whether we are internally equipped and to plan training courses for our employees. If these needs are too specific, we'll have to recruit externally.

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3 Identify and develop your talent pool

The third step is to identify and develop your talent pool and prepare them for future roles. You need to use a variety of methods and tools to assess the skills, abilities, and aspirations of your employees, such as performance reviews, 360-degree feedback, career conversations, and assessments. You also need to provide them with opportunities and resources to grow and learn, such as mentoring, coaching, training, job rotation, and project assignments. You need to ensure that your talent development initiatives are aligned with your organizational vision and goals, as well as the needs and interests of your employees.

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4 Communicate and engage your stakeholders

The fourth step is to communicate and engage your stakeholders and build trust and support for your succession planning. You need to communicate your vision, goals, and outcomes to your employees, managers, senior leaders, and external partners. You also need to engage them in the process and solicit their feedback and input. You need to ensure that your communication and engagement strategies are transparent, consistent, and inclusive, and that they address the concerns and questions of your stakeholders.

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5 Implement and monitor your plan

The fifth step is to implement and monitor your plan and ensure that it is executed effectively and efficiently. You need to assign roles and responsibilities to your team members and stakeholders, and establish timelines and milestones for your actions. You also need to monitor your plan and track your results and outcomes. You need to ensure that your implementation and monitoring processes are flexible, adaptable, and responsive, and that they allow for adjustments and improvements as needed.

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6 Review and improve your plan

The sixth step is to review and improve your plan and ensure that it is aligned with your organizational vision and goals. You need to evaluate your plan and measure its impact and value, using the criteria and indicators that you defined in the second step. You also need to identify the strengths and weaknesses of your plan, and the opportunities and threats that affect it. You need to ensure that your review and improvement processes are continuous, systematic, and collaborative, and that they incorporate the feedback and learning from your stakeholders.

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Leah Carr

Career Success Coach |Top 11 Canadian Career Advisors: HireDiverse 2023 | HR Executive | Ivey EMBA Candidate 2025 | EDIB Advocate
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Integrate Succession Planning with Strategic Planning The seventh step is to integrate Succession planning with the overall strategic planning in your organization. By aligning the identification and development of future leaders with the strategic initiatives, this ensures that the leadership capacity is built to support the organization's long term vision and goals.

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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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Omar Farooq

Executive Search, Establish Captive/ Capability centres, Interim HR Leadership & Contingency Hiring
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This AI Powered Succession planning is archaic Succession Planning rests on these 5 pillars https://aceprohr.com/the-5-pillars-of-succession-planning/

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How do you align your succession planning strategy with your organizational vision and goals?

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1 Assess your current situation

2 Define your desired outcomes

3 Identify and develop your talent pool

4 Communicate and engage your stakeholders

5 Implement and monitor your plan

6 Review and improve your plan

7 Here’s what else to consider

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