Maximize your business continuity with our "Template Succession Plan". We strategically prepare your team for key role transition, ensuring smooth leadership evolution.
1
Identify key roles for Succession Plan
2
Detail job descriptions for key roles
3
Identify specific skills, knowledge, and behaviour needed for each key role
4
Identify current employees with potential to fill key roles
5
Approval: Potential Employees
6
Develop a career development plan for potential successors
7
Provide appropriate training for potential successors
8
Review Succession Plan annually
9
Update Succession Plan based on company changes
10
Approval: Updated Succession Plan
11
Communicate the Succession Plan with key stakeholders
12
Approval: Stakeholder Acceptance
13
Implement succession of new roles
14
Ensure smooth transition of responsibilities
15
Monitor successor’s performance
16
Approval: Successor's Performance
17
Provide ongoing support and training to successor
18
Approval: Ongoing Support Plan
Identify key roles for Succession Plan
Identify the key roles that need to be included in the succession plan. Consider the roles that are critical to the organization's success and have a high impact on the overall process. Determine the desired results of the succession plan for each role and the potential challenges that may arise. Use your creativity to identify the key roles and their importance.
Detail job descriptions for key roles
Provide detailed job descriptions for the key roles identified in the previous task. Describe the responsibilities, skills, and qualifications required for each role. Highlight the impact of each role on the overall process and the desired results. Consider the potential challenges that may arise in finding suitable candidates for the roles.
Identify specific skills, knowledge, and behaviour needed for each key role
Identify the specific skills, knowledge, and behavior needed for each key role. Consider the technical skills, industry knowledge, and interpersonal skills required for success in each role. Describe the desired behavior and values that align with the organization's culture and goals. Consider potential challenges and how to address them.
Identify current employees with potential to fill key roles
Identify the current employees who have the potential to fill the key roles identified in the first task. Consider their performance, skills, and potential for growth. Determine if they possess the necessary skills, knowledge, and behavior identified in the previous task. Consider potential challenges in identifying suitable candidates.
Approval: Potential Employees
Will be submitted for approval:
Identify current employees with potential to fill key roles
Will be submitted
Develop a career development plan for potential successors
Develop a career development plan for the potential successors identified in the previous task. Outline the steps and opportunities for their growth and development. Consider the training, mentoring, and job rotations that will help them acquire the skills and knowledge needed for the key roles. Discuss potential challenges in implementing the plan.
Provide appropriate training for potential successors
Ensure that potential successors receive the necessary training to prepare them for the key roles. This may involve on-the-job training, mentoring, workshops, or specialized courses. Identify the specific training programs or resources that will be utilized and provide details on their availability or scheduling.
Review Succession Plan annually
Regularly review the succession plan on an annual basis to ensure its effectiveness and relevance. This review should include an assessment of potential successors, any changes in key roles or requirements, and an evaluation of the career development plans. Consider any feedback or recommendations from key stakeholders and make necessary adjustments.
Update Succession Plan based on company changes
Keep the succession plan updated to reflect any changes within the organization. This includes changes in key roles, organizational structure, or business strategies. Regularly revisit the job descriptions, skills requirements, and potential successors to ensure alignment with the current needs of the company.
Approval: Updated Succession Plan
Will be submitted for approval:
Review Succession Plan annually
Will be submitted
Update Succession Plan based on company changes
Will be submitted
Communicate the Succession Plan with key stakeholders
Share the succession plan with key stakeholders within the organization. This includes executives, HR department, and potential successors themselves. Ensure that everyone understands the purpose, goals, and process of the succession plan. Consider the best mode of communication (e.g. in-person meeting, email) and provide details on the communication plan.
Approval: Stakeholder Acceptance
Will be submitted for approval:
Communicate the Succession Plan with key stakeholders
Will be submitted
Implement succession of new roles
Execute the succession plan by promoting and transitioning potential successors into the key roles. This may involve adjustments in job responsibilities, changes in reporting structures, and providing necessary support during the transition period. Ensure a smooth handover of responsibilities and communicate any changes to relevant parties.
Ensure smooth transition of responsibilities
Ensure a smooth transition of responsibilities from the previous role holder to the successor. This involves coordinating handover meetings, providing necessary documentation or training, and addressing any challenges or concerns during the transition period. Develop a plan to minimize disruption to the business operations during this time.
Monitor successor’s performance
Monitor the performance of the successor in their new role. This involves regular performance reviews, feedback sessions, and ongoing support to help them succeed. Identify key performance indicators and establish a monitoring schedule to assess their progress and provide guidance as needed.
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Meeting targets
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Effective communication
3
Team collaboration
4
Problem-solving skills
5
Adaptability
Approval: Successor's Performance
Will be submitted for approval:
Monitor successor’s performance
Will be submitted
Provide ongoing support and training to successor
Continue providing support and training to the successor in their new role. This may involve mentoring, coaching, access to resources or additional training programs. Determine the specific support and training needs of the successor and ensure those are addressed to facilitate their growth and success.
