Succession Planning

The key to succession planning is to create a match between the organization's future needs and the aspirations of individual employees. Identifying and developing high potential employees gives strength to the organization. If you develop and challenge talented employees, you eliminate their need to seek opportunities elsewhere.

Promoting the best qualified person requires a level of objectivity not often available inside the organization. Promoting people to their level of incompetence is common. Often, the best tactical worker, or those with the most tenure become the supervisor, regardless of their qualifications.

Retaining key talent is critical.


Succession planning requires an organization to assess their future needs around key positions and the preparation and management of a short and long term plan to facilitate those needs. Critical factors are how to assess current talent, identify high potential employees and put individual developmental plans in place for each candidate.


Succession planning increases the retention of superior employees because they recognized that time and attention to their future skill development is being invested for the purpose of career development.

Development of leadership talent is a long term investment. A living succession plan results in having more than one good person available for a key job. In order to have choices, you need to identify who is ready now and what it will take to make others ready.

The Focus Group can help you work on the key elements of succession planning for your organization using these key components...

Assessment of key positions
Identification of high potential talent
Assessment of key talent
Creation of Individual Developmental Plans
Development of Tracking and Review Process

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