Why you need a succession plan now, not just in the future

What is a succession plan?
Why is a succession plan important?
What are the risks of not having a succession plan?
What are the immediate benefits of a succession plan?
How do you develop a succession plan?
- Identify key roles: Determine which positions are critical to the business, such as senior leadership, department heads, or any role that is vital for day-to-day operations.
- Assess current talent: Evaluate existing employees based on performance, leadership potential, and alignment with company values. This helps identify internal candidates who could step into these roles in the future.
- Develop internal talent: Create tailored development plans for promising employees. This may include training, mentoring, job shadowing, and offering them opportunities to lead projects to gain hands-on experience.
- Set clear criteria: Define the skills, experience, and qualities needed for each key role, ensuring a clear understanding of what constitutes a successful successor.
- Create a timeline: Establish a realistic timeline for each succession, considering the readiness of potential candidates and the anticipated timing of leadership transitions.
- Communicate and monitor progress: Regularly review and update the plan, ensuring transparency with key stakeholders and adjusting the development plan as needed.
How often do you need to update a succession plan?
Search for candidates
Management advice
How to decide who gets a pay rise
Manage the performance of contingent workers
Australian Skills Classification
The core skills you need in your talent strategy
Tips for creating a strategic vision
Why you need a succession plan
Diversity, equity, and inclusion activities
The rise of the contingent workforce
Diversity, equity and inclusion
10 Way to Improve Workplace Culture
Mitigating co-employment risks
Leading people through volatile times
Upskilling for an AI Future report
How to reenergise a tired team
Top tips for managing your multi-generational workforce
Why is organisational purpose important and how can you define it?
Managing your contingent workforce
Your introduction to employee experience
Coaching & On-the-job training
Family-friendly work practices
How to conduct a performance review
How to establish if a manager will succeed
Bridging the digital skills gap
Talent management for on-demand staff
Whose responsibility is upskilling?
How to offer career progression
Pros and cons of salary transparency
How to foster innovative thinking in your team
Retention strategies to retain top talent