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Succession Management Strategy

There are many strategies to use when planning for succession.  Utilizing a menu of options, each organization can build in action steps and strategies that address specific needs.   Organizations with strong workforce plans will have a foundation in place for developing or hiring successors.

  • Internal Talent Development Strategies (build)
    • Determine which staff members might be interested in moving into these functions by utilizing data from individual development plan discussions or performance reviews. 
    • Assess the skill level of current staff.  Using the Sample Employee Readiness Grid, Word Version or PDF Version, may help in this process. 
    • Review and build development opportunities for internal staff. 
    • Ensure that managers and supervisors are willing and able to manage and monitor this process. This includes being skilled in providing coaching and giving feedback to staff. 
     
  • Recruitment Strategies (buy)
    • Ensure that positions descriptions are competency based.
    • Adopt a clear employee value statement to recruit strong candidates. 
    • Use innovative venues to post positions such as social media.
    • Develop the external network to find talent pools and increase recruitment strategies.
    • Conduct behavioral interviews to uncover both skills and behavioral competencies needed for success.
    • Build connections with job skill programs and colleges and universities to create meaningful internships for the organization. 
    • Create a strong onboarding processes to engage the workforce and transfer knowledge.

Restructure

In reviewing critical positions, it might be determined that breaking up a position or changing some of the responsibilities makes finding a qualified candidate easier.   If resources allow, this strategy might be used to create positions that meet the needs of the organization and are easier to fill. 

Talent Management Strategy 

As staff leave the organization they take their knowledge with them.  Organizations that are able to capture and transfer that knowledge in a proactive way will be much more successful in succession strategies.  Building some knowledge transfer strategies into the succession plan helps retain some of this crucial knowledge.