Succession Planning: A Leader’s Role

Succession planning, when done well, results in improved employee engagement, increased workforce retention, and organizational sustainability. What happens when succession planning isn’t done well? What are the implications for the employees, the leadership, and the organization? Succession planning is a valuable organizational tool when all stakeholders are on the same page in terms of the goals of the process, the methods to identify succession planning participants, the transparency in which succession planning initiatives are delivered, and the opportunity for promotion at the conclusion of the succession planning program.

What is a leader’s role in succession planning? Leaders can do the following things to support, develop, and implement succession planning in their organization:

1. Communicate clearly and transparently: Provide transparency and clarity in both written and spoken communications. Consistency in messaging about the goals of the succession planning program, the criteria for becoming a participant, the expectations for promotion at the conclusion of the program, and the impact on the organization are the keys to establishing trust that the process is fair, unbiased, and may lead to succession in the organization.
2. Identify mentors: Assign trained mentors to succession planning candidates to provide support, critical feedback, and guidance to ensure a participant’s successful navigation through the succession planning process. Mentors are employees with at least 3 years in their position who have had proven success in their role and are considered trusted advisors.
3. Identify employees with potential: Utilize a framework that consistently identifies candidates with potential for success at the next professional level. Enlist the support of the human resources liaison to ensure identification is consistent and based on past job performance and individual competencies required of leaders.
4. Assign stretch assignments and job shadowing opportunities: Give assignments that are challenging and prepare them for the next role. Allowing participants to shadow leaders providing employees with real examples of workplace challenges, collaboration, strategizing, and decision-making at a leadership level.
5. Give clear information and support: Document successes and challenges, provide critical feedback about performance, resources for professional development, and support participants as they navigate new challenges and learning.
6. Provide succession preparation: Prepare participants for the rigors of succession. Conduct mock interviews and performance ratings, review job descriptions and leadership competencies, and provide feedback on succession planning progress. Recommend for succession or additional professional development.
7. Promote: Promote succession planning participant to the next professional level (if available) and continue to provide ongoing support through mentorship to ensure success in the new role.

Leaders and organizations recognize succession planning is a process and not a one-time event. It takes collaboration, transparency, mentorship, critical feedback, documentation, and follow through from every level to ensure success. Leaders that fully support succession planning programs have more engaged employees, higher retention, and a stronger workplace culture dedicated to internal succession, professional development, and growth.