Succession Planning:

Succession Planning is a systematic process designed to identify, develop, and prepare future leaders and key role holders within the organization to ensure business continuity and sustainable growth.

Phase 1: Role Identification

• Objective: Define the critical roles that significantly impact organizational success.
• Key Steps:
  • Identify business-critical positions (CEO, Directors, Department Heads, Technical Experts).
  • Assess impact of role on strategy, operations, and culture.
  • Prioritize roles based on risk of vacancy and business continuity importance.
• Output: A list of critical roles with risk assessment (high/medium/low).

Phase 2: Profiling

• Objective: Define what success looks like in each critical role.
• Key Steps:
  • Develop competency profiles (leadership, technical, functional).
  • Define required experiences, qualifications, and behavioral competencies.
  • Create role profiles that serve as a benchmark for successors.
• Output: Role Success Profiles (knowledge, skills, attributes, values).

Phase 3: Resources Identification

• Objective: Ensure sufficient resources (budget, tools, programs, mentors) are allocated to succession.
• Key Steps:
  • Allocate training budget.
  • Engage external development partners where needed.
  • Ensure leadership sponsorship and HR facilitation.
• Output: Resource Plan aligned with succession strategy.

Phase 4: Assessment

• Objective: Evaluate current talent against success profiles.
• Key Steps:
  • Use multiple methods: performance appraisals, psychometric tools, 360° feedback, and assessment centers.
  • Identify readiness levels: Ready Now, Ready Soon (1–2 years), Ready Later (3–5 years).
  • Place employees into succession grids (9-box grid).
• Output: Talent Readiness Map showing potential successors and gaps.

Phase 5: Results

• Objective: Consolidate assessment outcomes into a structured view of succession strength.
• Key Steps:
  • Review with leadership team for calibration.
  • Identify high-potential talent pools.
  • Highlight critical risk areas (roles without successors).
• Output: Succession Bench Strength Report.

Phase 6: Individual Development Plans (IDPs)

• Objective: Close the gaps between current capability and future role requirements.
• Key Steps:
  • Develop tailored development plans (training, coaching, mentoring).
  • Provide job rotations, stretch assignments, and leadership exposure.
  • Track progress against role profiles and readiness levels.
• Output: Documented IDPs for each identified successor