How can you ensure the continuity of key positions through succession planning?

2 Define the competencies and criteria for key positions

The next step is to define the competencies and criteria that are required for each key position. Competencies are the knowledge, skills, abilities, and behaviors that enable someone to perform well in a specific role. Criteria are the measurable indicators that demonstrate someone's readiness and suitability for a role. You should also determine the level of proficiency and experience that are needed for each competency and criterion. By doing this, you will be able to establish clear and objective standards for evaluating potential successors.

3 Identify and assess potential successors

The third step is to identify and assess potential successors for each key position. You can use various sources and methods to find and evaluate candidates, such as performance reviews, talent assessments, 360-degree feedback, nominations, self-nominations, and career discussions. You should also consider the diversity, potential, and aspirations of your talent pool. By doing this, you will be able to create a pipeline of qualified and motivated successors for your key positions.

4 Develop and support potential successors

The fourth step is to develop and support potential successors for each key position. You can use various strategies and tools to help them acquire and enhance the competencies and criteria that are required for their target roles, such as coaching, mentoring, training, job rotation, job shadowing, project assignments, and feedback. You should also monitor their progress and performance and provide them with recognition and rewards. By doing this, you will be able to prepare and empower potential successors for their future roles.

5 Review and update your succession plan

The fifth step is to review and update your succession plan regularly. You should check if your workforce gaps, competencies, criteria, potential successors, and development strategies are still relevant and aligned with your organizational goals and changes. You should also communicate your succession plan to your stakeholders and involve them in the process. By doing this, you will be able to ensure the validity and effectiveness of your succession plan.

6 Implement your succession plan

The final step is to implement your succession plan when a key position becomes vacant or is expected to become vacant soon. You should select the best candidate based on your competencies and criteria and ensure a smooth transition and integration. You should also evaluate the impact and outcomes of your succession plan and make adjustments as needed. By doing this, you will be able to ensure the continuity of key positions and the sustainability of your organization.

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?