Design a High-Value Succession Planning Program
Succession planning is complex. Take a systematic approach to address all the moving parts.
- Only 45% of HR professionals report that their organization has a succession plan. Of those, only 21% report having a formal succession plan (SHRM, 2021).
- Organizations focus on top management roles without evaluating which critical roles would add the most value to the organization.
- Because the
stakes are so high in succession planning, and because of its complexity,
implementing it poorly can do more harm than good.
Our Advice
Critical Insight
- Succession planning is a high-stakes, complex, and resource-intensive initiative. Maximize the value of succession planning to your organization by designing a systematic approach.
Impact and Result
- Design a program that is value-driven, integrated, evidence-based, and inclusive to maximize value.
- Ensure that leaders are accountable for conducting succession planning, with the support, process design, and facilitation of HR.
Workshop: Design a High-Value Succession Planning Program
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Set Program Direction
The Purpose
Establish the program direction, metrics, and enabling HR drivers.
Key Benefits Achieved
Aligned purpose for succession planning that drives a high-value program
Activities
Outputs
Articulate the need for succession planning.
- Need established
Identify enabling HR programs and gaps.
- HR-enabling programs identified
Establish program goals and metrics.
- Goals and metrics
Module 2: Customize Succession Planning Tools
The Purpose
Design the succession planning tools in alignment with the program direction.
Key Benefits Achieved
An organization-customized solution for critical role profile and individual talent profile
Activities
Outputs
Customize the Critical Role Identifier Tool
- Critical Role Identifier Tool customized
Develop Role Profile Template and Individual Talent Profile Template
- Role Profile Template
- Talent Profile Template
Define process for identifying critical roles
Module 3: Design the Succession Identification Process
The Purpose
Create an identification process that is systematic.
Key Benefits Achieved
An objective approach to succession identification that is inclusive.
Activities
Outputs
Determine how to identify employees
- Employee identification method
Review talent assessment approach
- Talent readiness criteria
Design successor identification process and meetings
- Succession Plan Template
- Succession identification process
Module 4: Outline Successor Development and How Critical Roles Will Be Filled
The Purpose
Highlight an integrated development program that ensures successor develops the knowledge needed to succeed the role.
Key Benefits Achieved
A program to ensure and monitor successor development and selection.
Activities
Outputs
Outline successor development and knowledge transfer process
- Successor development and knowledge transfer process outlined
Determine how critical roles will be filled
- Role replacement method
Module 5: Prepare for Program Launch and Communication
The Purpose
Create a succession planning implementation schedule.
Key Benefits Achieved
A planned launch and management of the succession program
Activities
Outputs
Outline approach to ongoing program management
- Program management process outlined
Determine key logistics for implementation
- Key implementation logistics identified
Identify high-level communications
- High-level communication messages determined
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 10 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Set the program direction
- Call 1: Identify gaps in enabling HR programs and identify steering committee members.
- Call 2: Review program goals and metrics.
- Call 3: Define stakeholder roles.
Guided Implementation 2: Design the succession planning process
- Call 1: Develop critical role criteria, profile template, and process.
- Call 2: Develop talent identification process, talent profile template, and process.
- Call 3: Discuss talent calibration and talent review meeting design.
- Call 4: Plan alignment of L&D and Talent Acquisition to succession planning.
Guided Implementation 3: Prepare to launch & manage the program
- Call 1: Review communication plan.
- Call 2: Discuss the logistics for program launch and management, including additional items that need to be built.
- Call 3: Discuss program measurement, improvements, and iteration.
Contributors
- Amanda Mathieson, Senior Manager of Talent Management, Tangerine
- Chris Toth, Manager of Workforce Planning, FedEx Freight
- Gail Voisin, CEO, Gail Voisin Executive Coaching
- Ilia Maor, Practice Lead of Research & Advisory Services, Enterprise Applications, Info-Tech Research Group
- Jason Sage, HR Director, Caterpillar Inc.
- John Figiel, Director of Talent Management, Sinai Health System
- Lepora Menefee, VP of HR, NexGen People
- Lori Kantymir, Manager of Learning & Development Solutions, McLean & Company
- Maria Elena Aragon, Talent & Leadership Development Manager, DHL Express (Canada), Ltd.
- Nadia Falcone, Talent Management Consultant, City of Ottawa
- Tracy L. Chambers, Senior Manager, Talent & Organization, Accenture
Design a High-Value Succession Planning Program
Develop an Impactful High-Potential Program
Uncover and Market Internal Career Path Opportunities
Implement a Job Rotation Program
Preparing for an Internal Talent Marketplace
Equip Managers to Engage in Career Development Discussions