Succession Planning


Our succession planning solutions are designed to create a clear and accountable plan to ensure internal successors are ready to assume key positions in the organization. This is typically accomplished by:

  • Projecting organizational change based on business strategy
  • Completing an analysis of current positions and incumbents
  • Identifying talents and interests of current workforce
  • Aligning employees with future positions
  • Executing a plan to develop individuals based on assessed need
  • Creating a comprehensive communication and change management plan to support the process


  • Tangible company practices for talent management
  • Identified successors for key positions
  • Retention of high potential employees
  • Reduced time to fill key positions
  • Increased productivity
  • Talent alignment amongst executives

Succession Planning Process Steps

Data Collection

  • Conduct initial planning meeting
  • Thoroughly understand existing positions and current performance levels
  • Identify and predict future leadership positions and identify which positions are critical
  • Define and agree upon success criteria and ensure alignment to business strategy
  • Thoroughly understand existing leadership strengths, develop needs and interests


  • Compare existing leaders with current and future role responsibilities (performance and potential matrix)
  • Identify leaders to potentially fill future positions and determine when they are expected to be ready


  • Create a communication plan
  • Create development plans to provide knowledge and experience
  • Create accountability and sustainability plan


  • Survey incumbents
  • Recommend process modifications
  • Create plan to maintain and update the process as needed

Like What You See?


Not Convinced?


Subscribe to receive leadership insights.

Something went wrong. Please check your entries and try again.