Enhance talent management with our 9-Box Succession Planning Template, a strategic tool for identifying, developing and tracking potential successors in your organization.
1
Identify key positions within the organization
2
Identify potential successors for each position
3
Evaluate each potential successor's current performance
4
Evaluate each potential successor's potential for future performance
5
Plot each potential successor on the 9-box succession planning grid
6
Approval: 9-Box Grid Placement
7
Define development plans for each potential successor
8
Implement development plans
9
Track each potential successor's progress against their development plan
10
Re-evaluate and adjust development plans as necessary
11
Review the succession planning process regularly
12
Approval: Development Plan Adjustments
13
Communicate succession plan to each potential successor
14
Address any potential successor's concerns or questions about the succession plan
15
Approval: Succession Plan Communication
16
Secure commitment from each potential successor to the succession plan
Identify key positions within the organization
Identify the key positions within the organization that require succession planning. This task is crucial as it sets the foundation for the entire succession planning process. By identifying these positions, we ensure that the organization has a clear understanding of which roles are critical and need to be filled in the event of succession.
Identify potential successors for each position
Identify potential successors for each key position identified in the previous task. This task aims to identify individuals within the organization who possess the necessary skills, experience, and potential to assume the key positions in the event of succession.
Evaluate each potential successor's current performance
Evaluate the current performance of each potential successor identified in the previous task. This evaluation should assess their skills, competencies, and achievements to determine if they are suitable candidates for succession.
1
Excellent
2
Good
3
Fair
4
Poor
5
Unknown
Evaluate each potential successor's potential for future performance
Assess the potential for future performance of each potential successor identified in the previous task. This evaluation should consider factors such as leadership qualities, ability to adapt to change, and growth potential.
1
High
2
Medium
3
Low
4
Unknown
Plot each potential successor on the 9-box succession planning grid
Plot each potential successor on the 9-box succession planning grid based on their current performance and potential for future performance. This task helps visualize the position of each successor and identify candidates who may require further development.
1
High Potential
2
Medium Potential
3
Low Potential
1
High Performance
2
Medium Performance
3
Low Performance
Approval: 9-Box Grid Placement
Will be submitted for approval:
Plot each potential successor on the 9-box succession planning grid
Will be submitted
Define development plans for each potential successor
Create development plans for each potential successor based on their position on the 9-box succession planning grid. These plans should outline the specific actions, training, and opportunities that will help develop the successors' skills and potential.
Implement development plans
Initiate the implementation of development plans for each potential successor. This task involves assigning responsibilities, scheduling training sessions, and providing the necessary support to ensure the successful execution of the development plans.
Track each potential successor's progress against their development plan
Regularly monitor and track the progress of each potential successor in relation to their development plan. This task ensures that the successors are making progress, identifies any obstacles or challenges they may be facing, and allows for timely intervention if necessary.
1
On track
2
Behind schedule
3
Complete
Re-evaluate and adjust development plans as necessary
Review and re-evaluate the development plans for each potential successor based on their progress and changing circumstances. This task allows for adjustments to be made to the plans to ensure that they remain relevant and effective in developing the successors' skills and potential.
Review the succession planning process regularly
Regularly review the entire succession planning process to assess its effectiveness and make any necessary improvements. This task ensures that the succession planning process remains aligned with the organization's goals and objectives and adapts to changing circumstances.
1
Quarterly
2
Semi-annually
3
Annually
4
As needed
Approval: Development Plan Adjustments
Will be submitted for approval:
Define development plans for each potential successor
Will be submitted
Communicate succession plan to each potential successor
Communicate the succession plan to each potential successor to ensure that they are aware of their role in the plan and understand their responsibilities. This task promotes transparency, alignment, and engagement among potential successors.
Succession Plan Communication
Address any potential successor's concerns or questions about the succession plan
Address any concerns or questions raised by potential successors regarding the succession plan. This task aims to provide clarity, reassurance, and guidance to potential successors, ensuring their full understanding and commitment to the plan.
Approval: Succession Plan Communication
Will be submitted for approval:
Communicate succession plan to each potential successor
Will be submitted
Secure commitment from each potential successor to the succession plan
Obtain commitment from each potential successor to actively participate in the succession plan and fulfill their responsibilities. This task ensures the engagement and dedication of potential successors towards their development and the overall succession planning process.
