Build the Leadership Pipeline Your Organization Needs
Succession Planning
Our 5-step approach will have you sitting pretty whether Bob’s retirement was planned or not. Read on…
Bob is retiring early? Oh no! Do you have a plan in place? Are you prepared? Do you have a succession plan that identifies and prepares the next generation to fill Bob’s shoes? If not, it’s time to prioritize Succession Planning in your next strategy as goal numero uno!
WHAT SUCCESSION PLANNING IS
Succession planning is a process for identifying and developing talented new leaders when current ones leave or are otherwise unable to fulfill their duties. When done well, succession development keeps your business moving forward, even when faced with changes or situations that could derail your progress. Such plans are also an effective tool for retaining top talent, as they provide a leadership pipeline for your most ambitious and talented employees.
WHAT IT IS NOT
As much can be said about what succession development is not than what it is. Often, it is seen as a replacement plan, which is not the case. Replacement plans are fragile, restrictive, and approach the problem from a narrow point of view. On the other hand, succession development plans are proactive, flexible, and focused on the evolution of leaders and the organization.
Succession development is also not a one-and-done deal. The most effective succession plans are living documents that are regularly refreshed. Nor is it decided and finalized by one, or even a few decision-makers, and is not focused on developing a particular individual’s skills. It is a plan to ensure that your organization is never without a talented leader who is ready and able to take over.
BUILDING YOUR SUCCESSION DEVELOPMENT PLAN STEP BY STEP
FAQs
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Succession planning is the process of identifying and developing future leaders so your organization isn't caught off guard when key people transition out. The best time to start is before you need it because building a strong leadership pipeline takes time.
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No. Strong succession planning looks at leadership roles at multiple levels of the organization. Losing a key manager or director can be just as disruptive as a senior leadership transition. We help you think through the full picture.
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We work with your leadership team to assess your current bench strength, identify critical roles, and build development plans for the people who are ready to grow into them. The process is practical and tailored to where your organization is right now.
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Succession planning typically takes six to twelve months to build the foundation. From there, it's less a one-time project and more an ongoing practice, and we stay engaged to help you maintain and evolve it over time.
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If your organization relies heavily on a small number of key people, or if you've never formally mapped out who could step into critical roles, you're ready. Reach out at hello@leadershipdelta.com and we'll start with a conversation.
Don’t wait until your leadership needs to hold an emergency meeting to determine a succession development plan. Building a succession development plan for your business is more important than ever. If your organization does not currently have one, or if it’s been several years since yours was refreshed, contact Leadership Delta today. We will get you on the path to ensuring your company will thrive during even uncertain and trying times such as these.