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Create Flexible Succession Plans to Prepare for Both Planned and Unexpected Gaps

Use talent pools and agile elements in succession planning to keep your organization responsive in today’s dynamic world of work.

Create Flexible Succession Plans to Prepare for Both Planned and Unexpected Gaps visualization

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Traditional, inflexible, or non-existent succession planning causes:

  • Knowledge loss.
  • Productivity loss.
  • High recruitment costs.

A flexible succession planning process results in:

  • Better planning for known and unknown key roles, individuals, and job pools.
  • Better development plans for employees placed in succession plan talent pools.
  • More up-to-date information for developing and selecting the best successors.

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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.

Module 1: Build & Begin Planning

The Purpose

  • Review project rationale.
  • Assess the foundation for flexible succession planning.
  • Identify key gaps for planning.

Key Benefits Achieved

  • Buy-in to proceed with the project.
  • Identified key support practices and created plans to develop the ones that are needed.
  • Determined the key roles, individuals, and job pools that you will create talent pools for.

Activities: Outputs:
1.1 Discuss pain points.
  • Project buy-in.
1.2 Review key foundational practices.
  • Key foundational practices that are missing.
1.3 Determine which key foundational practices will be built.
  • Plan for addressing key foundational practices.
1.4 Assemble the committee.
  • Committee to govern planning process.
1.5 Set project metrics to track progress.
  • Measurements to determine success of the project.
1.6 Identify business initiatives.
  • Initiatives that key gaps need to drive.
1.7 Identify key gaps.
  • Roles, individuals, and job pools that are critical.
1.8 Develop profiles for key gaps.
  • Information on the critical key gaps.
1.9 Assess the risk of departure.
  • Risk of departure for key gaps.
1.10 Select key gaps for the plan.
  • Determine which gaps will be put in the succession plan and which ones require other HR activities.

Module 2: Complete & Carry Out the Plan

The Purpose

  • Create talent pools to address key gaps.
  • Place employees in talent pools.
  • Manage the succession plan.

Key Benefits Achieved

  • Groups of identified and developed employees to succeed into key gaps.
  • A frequently updated tracking mechanism for the most up-to-date information.
  • Well-placed final successors.

Activities: Outputs:
2.1 Create talent pools and define requirements for membership in the pool.
  • Talent pools for each key gap.
2.2 Create high-level development objectives for succession talent pools.
  • Development objectives to develop employees in talent pools.
2.3 Populate talent pools and assess employee readiness.
  • Employees ready to be developed as successors.
2.4 Document your succession plan.
  • Succession plan policy.
2.5 Plan your communication strategy.
  • Communication strategy.

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