Succession planning 101: from 'we'd be in trouble' to 'we have a plan'
Most teams have no succession plan and don't realise it until someone resigns. Succession isn't a CHRO ritual — it's a 90-minute exercise any team can do.
- Succession planning answers one question per role: who could do this job tomorrow if we had to?
- Three horizons: ready now (0-3 months), ready soon (3-12 months), develop (1-3 years).
- Document by role, not by person. People move; the role stays.
- Update every 6 months; it ages faster than you think.
Succession planning has a reputation for being a complex exercise reserved for the C-suite. The first version doesn't have to be. For any team of 5+, an hour and a half can produce a real plan.
What succession actually means
For each critical role: who could step in if needed, in three time horizons. The list is honest, not aspirational. 'Nobody' is a valid answer and a useful one — it tells you where to recruit.
The 90-minute version
- List your critical roles (start with 5-10).
- For each, list candidates in three buckets: ready now / ready in 3-12 months / develop in 1-3 years.
- Mark gaps — roles with no ready-now or ready-soon candidate.
- Choose 2-3 development moves to make in the next quarter.
Acting on it
- Have the development conversation with each named candidate — they should know they're on the list.
- Sequence experiences (project, scope, exposure) deliberately.
- For unfilled roles, start a passive recruiting funnel now, not when the role opens.
- Refresh every 6 months.
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