- Succession planning has been rated the least effective or second least effective area of HR for five years in a row (McLean & Company HR Trends Report, 2014-2018).
- Organizations focus on top management roles without evaluating which critical roles 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 onsite 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
- Set your succession planning project up right by establishing the program direction
Key Benefits Achieved
- Program direction and key criteria are set
- Program is ready to move forward with design
Activities
Outputs
Articulate the need for succession planning
- Need for succession planning is established
Identify enabling HR programs and gaps
- Enabling HR programs are evaluated
Establish program goals and metrics
- Goals and metrics are determined
Customize the Critical Role Identifier tool
- Critical Role Identifier is customized
Module 2: Design the Succession Planning Process
The Purpose
- Design your succession planning program
- Customize related tools and templates
Key Benefits Achieved
- Succession planning program designed and ready for launch
- Tools and templates customized to the organization’s employees and critical roles
Activities
Outputs
Develop Role Profile Template and process
- Role Profile Template is developed
Develop Talent Profile Template and process
- Talent Profile Template and process created
Determine how to identify employees
- Employee identification discussed and agreed upon
Define talent readiness and customize the Succession Plan Template
- Talent readiness criteria defined and Succession Plan Template customized
Design successor identification process and meetings
- Successor identification process determined
Module 3: Prepare for Program Launch & Communication
The Purpose
- Prepare for the launch of the succession planning program by outlining logistics and communications
- Determine how institutional knowledge will be retained come vacancies
Key Benefits Achieved
- Communication plan and logistics ready to launch
- Process to retain institutional knowledge is determined
Activities
Outputs
Outline successor development and knowledge transfer process
- Successor development and knowledge transfer process outlined
Determine how critical roles will be filled
- Role placement methods determined
Outline logistics for implementation and program management
- Program logistics and management are set
Create communications
- Organization-wide communications are created