Implement Flexible Succession Plans to Support Organizational Continuity

Design agility into succession plans to increase bench strength and responsiveness to planned and unplanned vacancies.

Onsite Workshop

Without a proper succession plan, organizations are at risk of:

  • Inefficiencies and decreased productivity from shifted workload.
  • Knowledge loss, reducing the organization’s ability to grow and innovate.
  • Increased recruitment costs associated with hiring externally.

Effective succession planning results in:

  • Increased retention and reduced recruitment and turnover costs.
  • Reduced time to fill vacant critical positions.
  • Improved career development cross-functionally and deliberately.

Module 1: Set Goals, Assess Key TM Practices, and Create Role Profiles

The Purpose

  • Make the case for designing an agile succession plan.
  • Set SMART goals and objectives.
  • Identify key gaps.

Key Benefits Achieved

  • Use McLean & Company’s framework to add flexibility to succession plans.
  • A vision for the succession planning process.
  • A plan of action to address gaps and integrate talent management practices.

Activities: Outputs:
1.1 Set succession planning goals and objectives.
  • Succession planning goals, objectives, and metrics of success
1.2 Assess key talent management (TM) practices that support succession planning.
  • Assessment of TM practices
  • Plan of action to address any TM gaps
1.3 Identify critical roles and create individual role profiles.
  • Completed role profiles

Module 2: Create Role Groups and Prepare to Populate Talent Pools

The Purpose

  • Organize and profile roles to create talent pools.
  • Prepare for talent calibration sessions.

Key Benefits Achieved

  • Critical roles identified.
  • Talent pools populated.

Activities: Outputs:
2.1 Group like roles.
  • Role groups identified and their profiles defined
2.2 Create role group profiles.
2.3 Determine minimum criteria for employees to be placed in talent pool.
  • Minimum criteria for talent pools identified
2.4 Set up process to gather information on talent.
  • Process to gather employee information set
2.5 Prepare for calibration sessions.
  • Prepared to conduct talent calibration sessions

Module 3: Define Implementation Action Plan

The Purpose

  • Prepare to develop talent.
  • Roll out succession planning program.

Key Benefits Achieved

  • Developed employees to succeed into key gaps.

Activities: Outputs:
3.1 Plan for development.
  • Plan of action for employee development
3.2 Define your selection process.
  • Defined selection process
3.3 Determine the rollout plan.
  • Identified succession planning implementation and maintenance plan

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