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Best Practices in succession planning

Succession planning ensures that organizations are prepared for anticipated leadership transitions and can better navigate unexpected ones.

Establishing your internal bench of future leaders, growing them through talent development, and having a clearly communicated plan for opportunities, growth, and processes ensures that transitions will happen smoothly, equitably, and with staff buy-in.

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design
Step
1

Create Succession Plans for All Scenarios

Clearly documented succession plans are needed for each of three types of succession need:

  • Emergency (in case of a sudden, unplanned staff departure);
  • Departure-defined (in case of staff departure with sufficient notice);
  • and Strategic (builds the pipeline of new organizational leaders).

Your plan should include the process owner, plans for identifying internal candidates to backfill, the decision process for moving new candidates into place, how responsibilities will be covered in the interim if needed, and communication plans. As always, develop your plans in partnership with key stakeholders.

RESOURCES

DEIA

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Consider the demographic profile of your current leaders and how it might affect the support they provide to their talent pool, while also exploring ways to expand and diversify those involved in talent development.
design
Step
2

Develop a Clear Communication Strategy

Organizations should expect leadership change and be prepared to identify and develop future leaders. Staff should be aware of the pathways available for leadership and opportunities and the support they will receive in developing their skills. Clear and intentional communication about these opportunities can improve retention by helping staff understand and believe in their potential for growth within an organization.
DEIA

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Identify barriers preventing staff from feeling comfortable applying for leadership opportunities, ensure consistent messaging about leadership development, clearly define leadership potential, reflect on who identifies potential leaders, and track applicants for leadership opportunities.
design
Step
3

Train and Calibrate Stakeholders

Ensure those responsible for developing internal candidates, identifying successors when absences occur, and implementing the succession process are fully trained on the plan, the process, and the bench, and understand the expectations of their part in the plan.
DEIA

DEIA Callout

Track potential mentors for emerging leaders, use tools like hiring profiles, clear job descriptions, and rubrics to promote equity, and ensure a diverse team with clear guidance identifies potential leaders to reduce bias.

EdFuel can design succession planning systems and processes for you.

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