Description:
Establish a structured approach to identify, develop, and retain high-potential employees for key leadership roles.
Duration: 10-14 weeks
Major Activities:
- Assess current leadership pipeline and future business needs
- Define key roles and competencies for succession planning
- Identify high-potential employees through assessments and performance reviews
- Develop talent development and mentoring programs
- Implement career pathing and leadership readiness plans
- Establish a monitoring and review process for ongoing succession updates
Deliverables:
- Succession planning framework and strategy document
- Leadership competency and role mapping
- High-potential employee assessment report
- Individual development plans for successors
- Mentoring and coaching program guidelines
- Succession tracking dashboard and review cycle schedule
Project Tips:
✅ DO:
- Align succession planning with long-term business goals.
- Engage leadership in identifying and mentoring future leaders.
- Regularly update and refine succession plans based on business needs.
❌ DON’T:
- Limit succession planning to only senior roles—include key positions at all levels.
- Overlook skill development—ensure successors are trained for leadership roles.
- Ignore external talent—sometimes, hiring externally strengthens succession plans.