Strategic Succession Planning

There is succession planning and then there is strategic succession planning. When we ask organizations to share their approach to ensuring sustainable leadership, they often point to a box on the organization chart and say, “She is next in line” or “He has been here the longest.” We see succession planning being greater than an occasional conversation and believe a successful process is a critical factor to organization health and sustainability. Succession planning needs to be strategic and valued in the organization.

Framing succession planning in a strategic context increases the possibility of a smooth transition and delivers on a culture of continuous learning and development at all levels. Strategic succession planning is a critical success factor to fulfill on long-term strategy, integrating employee development in strategic planning in their everyday work and in the organization culture.

The DDJ Myers Strategic Succession Planning process includes:

  • Defining strategic context for each role;
  • Benchmarking each role to define and articulate required competencies;
  • Assess current role holders and potential successors;
  • A robust leadership development plan for each individual with milestones for success;
  • A dashboard highlighting short and long term gaps in leadership roles;
  • Emergency Succession Plan; and,
  • A Strategic Succession Plan Policy.

The DDJ Myers Strategic Succession Planning Team facilitates generative conversation to bring out spoken needs, uncover hidden requirements and ensures your organization has an actionable plan that blends with your strategic plan. Here are a few questions we ask clients:

  1. How do you know your strategic succession plan and employee development program has top management participation, involvement and support. What observable actions support your assessment if management support does or does not exist?
  2. How does your strategic succession plan meet the unique needs of the organization?
  3. Does your plan extend to all levels rather than being restricted to top positions only?
  4. What systematic process exists for carrying out the plan?
  5. How does present performance influence untapped potential of the future?
  6. Is strategic succession planning part of each executive’s performance goals?
  7. How does your internal development program support increasing capacity to create knowledge and learn?
  8. What internal programs accelerate learning in your organization?

Contact us to converse on Strategic Succession Planning and learn more about how we can support your needs.

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