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.
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Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
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
- 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 Success Profile Template and process.
- Success 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.
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
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