Design a High-Value Succession Planning Program
Succession planning is complex. Take a systematic approach to address all of the moving parts.
Book This Workshop
Without a succession planning program:
- Business continuity and daily operations could suffer from gaps
- Engagement and retention of employees can drop
With a succession planning program:
- The organization ensures its critical roles are safeguarded from unexpected vacancies
- Institutional knowledge is kept within the organization
- Employees are engaged through development efforts related to the succession plan
Book Your Workshop
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.
Book NowModule 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: | |
|---|---|---|
| 1.1 | Articulate the need for succession planning. |
|
| 1.2 | Identify enabling HR programs and gaps. |
|
| 1.3 | Establish program 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: | |
|---|---|---|
| 2.1 | Customize the Critical Role Identifier Tool |
|
| 2.2 | Develop Role Profile Template and Individual Talent Profile Template |
|
| 2.3 | 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: | |
|---|---|---|
| 3.1 | Determine how to identify employees |
|
| 3.2 | Review talent assessment approach |
|
| 3.3 | Design successor identification process and meetings |
|
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: | |
|---|---|---|
| 4.1 | Outline successor development and knowledge transfer process |
|
| 4.2 | Determine how critical roles will be filled |
|
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: | |
|---|---|---|
| 5.1 | Outline approach to ongoing program management |
|
| 5.2 | Determine key logistics for implementation |
|
| 5.3 | Identify high-level communications |
|