What is the simplest approach for Succession Planning

Imagine Manchester United Football Club starting the Premiership Season without a bench of potential replacements for roles of goalkeeper, strikers, defenders etc. Or Chelsea Football Club without a pool of successors for their top active 11 players, What do you think will become of them when the unwanted happens? I will leave the rest to your imagination.

The picture painted above is similar to an organization that has failed year on year to view succession planning as a strategic driver of business growth and continuity. Regardless of the stage a business or organisation is within the 3 stages of growth horizons (McKinsey Horizon Model), It is never a good strategy to approach succession planning from the perspective of chance. Lets not cross the bridge when we get there. Lets start planning how to cross the bride before we get there. The present business space and as related to talent is volatile, uncertain, complex and ambiguous. We cannot continue as usual.

Getting interested in the how of succession planning is a step in the right direction.
Succession planning is all about being ready with the right pool of Talents that will keep the company going the right way across its mission critical roles.

To get started with a robust succession plan, there is need for competencies to be defined, there is need to identify mission critical roles, there is need for talent review of the available talent pool of potential successors, there is need for the development of readiness plan for potential successors. These and many more you will learn in the course provided below using a dummy Pharmaceutical company for learning.

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Areas of focus for learning purpose:

  • Overview
  • Scenario Planning
  • Identify Competencies
  • Identify Mission Critical Positions
  • Identify Potential Successors
  • Conduct Gap Analysis
  • Create Readiness Plan
  • Monitor, Track and Report
  • Repeat Cycle

The case: HMP Pharmacy Retail Chain was used for teaching. It is expected that by the end of this course, you will have an understanding of how to go about a succession planning exercise for your business or organisation.

What you will also get from this course are templates you can use for your in-house succession planning activity.

Subscribing to this course simply means you will have access to all course on this platform and you can download the templates available from each course.

What informs succession planning?
Macro, Micro & Market Dynamics
People and Career Dynamics

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