.png)
At Advancing Organizational Excellence (AOE), we believe success is built on foresight, strategy and the right talent. Succession planning is one of the most critical components for business continuity, helping organizations prepare for inevitable changes while ensuring stability, efficiency and employee engagement. We recently attended a webinar by HR Train on the topic and have compiled some key takeaways combined with how AOE might be able to help your organization create a robust succession plan.
To begin, one common misconception is that succession plans are just for the executive suite. In contrast, succession plans should be developed for all roles and functions in your organization. With employee mobility at an all-time high, a systematic approach ensures that every position has a “next in line,” minimizing disruption and giving your team confidence in your leadership.
Job responsibilities are constantly evolving. The skills required for a role today will shift as business needs change, making it essential to regularly review your succession plans. High turnover, technological advancements or new market opportunities can all impact the roles your organization will need three, five or 10 years from now.
By broadening the scope of succession planning to include all roles—not just leadership—businesses safeguard themselves against unexpected vacancies and nurture an adaptable workforce.
Here’s how organizations can develop effective succession strategies, with insights from AOE to help each step of the way.
Align succession planning with business strategy
Effective succession planning requires alignment with an organization’s long-term goals. Start by asking key questions:
If the organization is expanding, what roles will drive growth into new markets or product areas?
If the priority is stabilizing, what roles are most at risk from turnover or restructuring?
Based on these answers, assess current talent pools and highlight gaps. For instance, integrating artificial intelligence into operations may reveal a lack of qualified internal candidates. By regularly adapting succession planning to reflect business priorities, organizations can anticipate their needs and address them proactively.
AOE application: We work with leadership teams to link their succession planning strategy to business goals, ensuring gaps are identified before they become problems.
Build a talent pipeline beyond leadership roles
The old approach of focusing exclusively on leadership succession plans is no longer enough. Successful organizations aim to create a pipeline across the entire company, where every position has at least one trained and prepared successor.
Evaluating high-performing employees using tools such as the nine-box grid helps identify candidates ready for the next step. It also helps organizations create actionable plans to prepare these employees for future roles.
AOE application: Our team can help facilitate group trainings, coordinate mentor/protégé programs, and develop knowledge transfer resources.
Balance internal development and external hiring
A strategic balance between internal development and external recruiting is key to succession planning. A focus on developing internal talent can improve employee morale, reduce onboarding times and strengthen your company’s culture.
The 70-20-10 learning model is an effective framework for professional development:
70% hands-on learning from stretch assignments, shadowing and real-world experience.
20% through coaching, peer feedback and mentoring.
10% through structured learning, such as workshops, certifications and formal training programs.
Simultaneously, succession planning identifies areas where external hiring may be needed to address unresolvable skill gaps or bring fresh perspectives.
AOE application: AOE can design targeted development programs as part of your succession plan that combines coaching, on-the-job learning and external training.
Ensure transparency and leadership buy-in
Transparency is a must for any successful succession plan. Start by securing senior leadership buy-in, as they are critical for driving change and creating accountability. Succession planning should be treated as an ongoing process, not a one-and-done event.
When employees are identified as high-potential candidates, it’s important to notify them. Discuss expectations, outline development goals, and ensure their aspirations align with the organization’s vision.
Tracking and measuring the outcomes of succession planning efforts also builds confidence in the process. Key metrics include:
Percentage of roles filled by internal candidates.
Time-to-fill for key positions.
Retention rates of employees placed in development programs.
AOE application: AOE works with HR teams and senior leaders to create transparent, measurable processes that help employees and leadership alike engage in career development and talent strategy. One tool we have found success implementing with teams is the Working Genius assessment.
Address risks through planning
Not all vacancies have the same impact. Roles that are critical to operations—such as technical leadership positions or customer-facing management—require special attention in succession plans. Conduct a risk analysis to evaluate how each role contributes to business outcomes, categorizing positions by short- and long-term urgency.
Define the “must-have” and “nice-to-have” skills for critical roles to further refine succession priorities. A structured approach ensures your organization has plans to address both expected and unexpected vacancies.
Additionally, you want to think through the scenarios where you may need to find replacements for your team members. Who communicates these items to your stakeholders and other team members? How are these changes communicated? AOE can work with your leadership team to craft a tailored response plan that ensures making decisions during hectic times are easier on your team members.
AOE application: Sometimes, having an outside strategic planning facilitator can help streamline the process of assessing risk.
Get started with AOE
Succession planning is not just about preparing for the unexpected, it’s a commitment to long-term success. At AOE, we partner with organizations to develop sustainable, scalable strategies that engage employees, protect operational continuity and support their business goals.
By building a future-ready workforce today, organizations position themselves to tackle tomorrow’s challenges with agility and confidence. Reach out to AOE to learn how we can help your company create a succession planning model that works.
Contact us today to build a stronger, better-prepared organization.