Succession Planning: The Key to Long Term Success and Employee Engagement

Succession Planning

Succession planning is a fundamental aspect of organizational strategy that is often overlooked, especially in smaller businesses or startups. However, it is a critical component that can significantly impact an organization’s long-term success.  Succession planning is a proactive and systematic approach to identifying, developing, and retaining individuals with the potential to fill key roles within an organization, ensuring a smooth transition when leadership positions become vacant. These key positions may include C-suite executives, managers, department heads, and even subject matter experts. In this blog post, we will delve into why succession planning is vital to the long-term success of an organization and suggest steps to approach it.


Why Succession Planning Matters

  1. Continuity of Leadership

One of the primary reasons succession planning is vital to the long-term success of an organization is the continuity of leadership. When key leaders leave unexpectedly, whether due to retirement, resignation, or unforeseen circumstances, it can create a leadership vacuum that disrupts the organization’s operations and can lead to instability. Succession planning ensures that there are capable individuals ready to step into these roles, minimizing disruption and maintaining business continuity.

  1. Talent Development

Succession planning is a strategic approach to talent development. It allows organizations to identify high-potential employees and provide them with the necessary training and development opportunities to prepare them for leadership roles. This not only ensures that leadership positions are filled but also helps employees feel valued and engaged, leading to increased job satisfaction and retention.

  1. Knowledge Transfer

Experienced leaders often possess valuable knowledge and institutional memory that is crucial for an organization’s success. Succession planning helps capture and transfer this knowledge to the next generation of leaders. This knowledge transfer safeguards the organization from losing critical expertise and insights when senior leaders leave.

  1. Adaptability and Growth

In today’s dynamic business environment, organizations must adapt quickly to changes and seize opportunities as they arise. Succession planning enables organizations to cultivate a pool of adaptable, forward-thinking leaders who can drive innovation and guide the company through challenges and growth. This adaptability is a key factor in an organization’s long-term success.

  1. Employee Morale and Engagement

When employees see that their organization invests in their growth and advancement, it has a positive impact on morale and engagement. A clear career path and the opportunity to rise through the ranks within the organization can motivate employees to perform at their best, ultimately contributing to the company’s long-term success.


How Do You Create a Succession Plan

Creating a succession plan is a strategic process that involves several vital steps. Let’s look at each of these steps to give you a better understanding of what’s involved:

  1. Anticipate Future Organizational Needs: Begin by aligning your succession plan with your organization’s long-term strategic plan and goals. This involves identifying the roles, skills and behaviors that will be critical to achieving your strategic objectives.


  1. Identify Key Roles Requiring Succession Plans: Determine which positions within your organization are mission-critical and what skills and behaviors are required to fill these roles. These are the roles that, if left vacant, would have a significant impact on your operations, customer service, or strategic initiatives. Also, identify those roles that you know will be impacted in the future by retirements, promotions, sabbaticals, and other known factors so you can address those first.


  1. Review Key Employees and High Potentials: Evaluate your current workforce, paying close attention to high-potential employees who display the aptitude and ambition to take on leadership roles in the future. Assess their performance, growth trajectory, potential, what career path or paths you see for them, what their current readiness is for each path, and what development is required.


  1. Align Organizational Goals with Employee Aspirations: Get to know your employee’s dreams and aspirations to ensure they align with the strategic direction of your organization, and how you see their career path within the organization. This alignment will foster a sense of purpose and commitment among your employees. It will also help identify where misalignment exists and possible flight risks so you can determine how to best address and mitigate those risks.


  1. Identify Gaps and Create Action Plans to Fill Gaps: Develop a clear strategy for addressing talent gaps. Create customized individual development plans for high-potential employees to develop their readiness over time. These plans should address not only technical skills but also leadership, communication, and other soft skills necessary for future leadership roles.  You may also need to address more systematic opportunities for improvement including implementing training programs, mentoring, or recruitment strategies to ensure you have the right people in the right roles at the right time.  Don’t wait until it’s too late.  Start early and be proactive!!


  1. Establish an Ongoing Planning Process: Implement a structured and ongoing review process to regularly evaluate the effectiveness of your succession plan. Regularly convene key stakeholders, such as HR, department heads, and executives, to adapt and refine the plan as organizational needs evolve.



Succession planning is not just a best practice; it is a strategic imperative for organizations looking to thrive in the long term.  It’s not an activity that is done once, put in a desk drawer, and forgotten about. It’s not a process that’s done in a vacuum without organization and employee alignment.  But rather a living and breathing process that’s discussed on a regular and consistent basis.  This level of discipline ensures leadership continuity, fosters talent development, facilitates knowledge transfer, supports adaptability and growth, and boosts employee morale and engagement. By proactively identifying and grooming future leaders, organizations can navigate challenges, seize opportunities, and build a sustainable path to success. So, whether you are a small business, a large corporation, or somewhere in between, investing in succession planning is an investment in your organization’s future.

I’m here to help however I can so feel free to reach out if I can help in any way.  Take care and be a leader today! Jerry Blais,, 412-302-4298,