When it comes to planning for succession, succession planning templates are a pretty dated way of thinking about or preparing for the process. Why?
Because they’re too limiting.
Because they’re static.
Because they take too narrow a view of your organization and its future needs.
Because they focus only on leadership.
Because filling one in fools you into thinking you actually have a succession plan.
Need I go on…
Here’s the thing. While you might be pretty accurate in identifying the leaders who may retire in the next year or so, planning for succession really should be so much more than that.
12 steps to a better succession plan
And don’t kid yourself – it’s not just about identifying potential leadership successors any more. Planning for succession is a process.
If you want to future-proof your organization with an effective succession plan, there are 12 steps you need to take. We created this succession planning infographic to give you an action plan overview of what you need to do.
If you’ve got a bad succession plan and you don’t know why…
Effective succession planning isn’t about slapping up names underneath the org chart and hoping it sticks. There are so many factors that will impact what and who your organization needs to stay competitive down the road: changing organizational needs, changing economics, a changing competitive landscape, changing technology, etc.
Effective succession planning requires that you create a development or learning focused culture that is nimble and responsive to all these changes, and that identifies and nurtures top performers.
It’s just not a two dimensional activity, so no succession planning template can help you do all this. To learn more about best-practices in planning for succession, or how to create talent pools, check out our Succession Planning Center of Excellence.
Oh and if you like this succession planning infographic, please considering sharing it with your networks.
* Sir Mix-A-Lot image sourced via @therealmix.