Safeguarding Your Organisation’s Success: 6 Steps to Creating a Resilient Succession Plan

Here are the key steps in creating a successful succession plan:

1. Identify key positions

Determine which roles are critical to your organisation’s success. This could include senior leadership positions, specialized roles, or any position where the loss of a team member would significantly impact operations.

2. Identify needs

Outline the specific skills, knowledge, and competencies required for each key role. This could include technical skills, leadership qualities, and organisational knowledge.

3. Identify Potential Successors, and identify skills gaps

Evaluate the current team to identify potential candidates for succession. Assess their skills, experience, performance, and leadership potential. This may involve performance reviews, assessments, and feedback from line managers.

4. Create a Talent Development Plan

• Create a development plan for potential successors. This could include:

• Formal training courses, both internal and external.

• Mentorship and Coaching: Pair potential successors with experienced leaders for guidance and mentorship.

• Job Rotations and Stretch Assignments: Expose candidates to different roles or responsibilities to build their skills and experience.

5. Create Personal Development Plans (PDPs)

For each potential successor, create a Development Plan outlining specific steps, timelines, and goals for their development. This plan should be reviewed regularly and adjusted as needed.

6. Communicate the Plan

Communicate the succession plan to relevant stakeholders. Be transparent about the process, including criteria for selection and development opportunities. Ensure that high-potential employees are aware of their development path and what is expected of them.

Of course, if potential successors are not identified, or considered ready for succession, then you should start the recruiting process.

In which case, contact RP People to discuss your potential needs.