How to Develop a Succession Plan

In today’s rapidly changing business climate, it’s more important than ever to have a plan in place for smooth leadership transitions. A succession plan is a comprehensive strategy for identifying and developing potential successors for key roles within an organization. Developing a succession plan requires careful evaluation of key roles, current and future skill requirements, and potential successors. This blog post will provide a step-by-step guide for developing successful business succession plans, and how Excel Legacy Group can help you.

Identifying Key Roles

The first step in creating business succession plans is identifying the key roles in your organization. These are the positions that have the highest impact on the organization’s performance and growth. In these roles, without the right person in place, the entire organization could suffer.

  • Assess current and future business strategies to identify roles that will be critical for the organization’s long-term growth.
  • Consider the competencies that are necessary for these roles, including technical skills, experience, leadership abilities, and cultural fit.
  • Evaluate which positions have the most significant impact on the company’s success and should be prioritized in succession planning.

Evaluating Skills and Experience

The next step is to evaluate the skills and experience needed for each role. This will help you determine the criteria you’ll use to assess potential successors.

  • Look at the competencies required for the role, such as technical abilities, leadership qualities, and soft skills like communication and decision-making.
  • Consider the different scenarios that might arise in the role and evaluate the experience needed to navigate them.
  • Compare the existing skill set of the current role occupant to that required for the role and identify any development gaps that need attention.
  • Map out the career route required at different stages of the job and assess any current employee challenges.

Identifying Potential Successors

After evaluating skills and experience in your business succession plans, the next step is to identify potential successors.

  • Look both internally and externally for potential successors for the organization.
  • Consider employees with suitable skills and experience who are interested in career progression in the organization.
  • Seek out employees with leadership and planning skills that can be raised into leadership roles.
  • Identify employees who are enthusiastic about undertaking challenging responsibilities.

Developing Training and Development Plans

The next step in crafting business succession plans is to develop training and development strategies to prepare successors for their future roles.

  • Review the skills and experience required for the role and identify any gaps in the potential successor’s skillset.
  • Create an individualized development plan for each potential successor, outlining specific training and development opportunities.
  • Provide opportunities for on-the-job training and experiential learning, such as job shadowing, mentoring, and leadership programs.
  • Equip them with ample educational resources, including courses and books to satisfy their thirst for skill development.

Implementing the Succession Plan

Once you have a well-crafted succession plan in place, the next step is to implement it.

  • Communicate the plan and timetables with the relevant employees for transparency and ensure buy-in and understanding.
  • Establish a clear roadmap and a timeline framework to follow.
  • Review and assess the succession program’s performance regularly and adjust, where necessary, to ensure that it evolves alongside the organization’s changes.
  • Monitor the progress of potential successors against the development plans, continuously providing feedback and guidance for improvement.

Developing Business Succession Plans

Developing a succession plan is critical for organizations’ long-term sustainability and continuity. At Excel Legacy Group, we specialize in business succession plans through employee-owned stock ownership planning (ESOP). We help business owners prepare for retirement or exit their businesses in a dignified way. In addition, protecting their legacy, business culture, and trusted employees.