Leadership Succession Planning
This playbook outlines the key steps in preparing for future leadership needs. It ensures continuity in leadership roles by identifying and grooming potential successors.
Step 1: Identify Needs
Assess current and future leadership needs by considering company goals, upcoming changes, and retirements.
Step 2: Define Roles
Outline specific roles and responsibilities for future leaders, detailing the skills and experiences required.
Step 3: Spot Talent
Identify internal and external candidates with leadership potential through performance evaluations and feedback.
Step 4: Develop Talent
Create individual development plans for high-potential candidates, including training and leadership development programs.
Step 5: Mentorship Program
Pair potential leaders with current leaders for mentoring, knowledge transfer, and to build key relationships.
Step 6: Evaluate Progress
Regularly review the development progress of candidates and update succession plans as needed.
Step 7: Communicate Plan
Share the succession plan with key stakeholders to ensure transparency and alignment.
Step 8: Transition Support
Provide support during leadership transitions to maintain stability and continuity.
General Notes
Diversity
Ensure the succession planning process values diversity and includes a broad representation of talent.
Flexibility
Be prepared to revise succession plans as organizational needs and individual capabilities evolve.