What are the best practices for using competency models in succession planning?

1 Why use competency models in succession planning?

Competency models can help you align your succession planning with your strategic objectives and organizational culture. By using competency models, you can identify the critical roles that require succession planning, the current and future competencies that are essential for those roles, and the potential candidates who have or can develop those competencies. Competency models can also help you design and implement development programs that can prepare your successors for their future responsibilities and challenges.

2 How to create competency models for succession planning?

The first step in creating competency models for succession planning is to conduct a job analysis of the roles that are crucial for your organization's success and continuity. You can use various methods, such as interviews, surveys, observations, or focus groups, to gather information about the tasks, duties, responsibilities, and outcomes of those roles. Then, you can use the information to define the competencies that are required for each role, such as technical skills, behavioral skills, leadership skills, or strategic skills. You can also use existing competency frameworks or benchmarks to guide your process.

3 How to assess competencies for succession planning?

The next step in using competency models for succession planning is to assess the current and potential competencies of your employees who are eligible for succession. You can use various tools and techniques, such as performance appraisals, 360-degree feedback, self-assessments, tests, simulations, or case studies, to measure the level of proficiency and potential of your employees in the competencies that are relevant for their target roles. You can also use the results to identify the gaps and strengths of your employees and to create individual development plans.

4 How to develop competencies for succession planning?

The third step in using competency models for succession planning is to develop the competencies of your employees who are selected for succession. You can use various methods and resources, such as coaching, mentoring, training, job rotation, job shadowing, or project assignments, to provide your employees with learning opportunities and feedback that can help them enhance their competencies and prepare them for their future roles. You can also monitor and evaluate their progress and performance and adjust their development plans accordingly.

5 How to communicate competency models for succession planning?

The final step in using competency models for succession planning is to communicate the competency models and the succession planning process to your employees and stakeholders. You can use various channels and formats, such as newsletters, intranet, meetings, or presentations, to inform your employees and stakeholders about the purpose, benefits, criteria, and expectations of the competency models and the succession planning process. You can also solicit their input and feedback and address their questions and concerns.

6 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?