There are a lot of great reasons to prioritize employee development, but one of the most strategic—and often overlooked—is preparing for your future leadership needs. Succession planning isn’t just about replacing someone who leaves. It’s about ensuring your organization can grow and thrive long-term, no matter who’s in charge.
Whether it’s a planned retirement, a promotion, or an unexpected departure, having a plan in place protects your business from disruption. That’s where a solid succession planning training strategy comes in.
If you’re not actively preparing future leaders, you’re leaving your organization vulnerable. The good news? Succession planning doesn’t have to be overwhelming. In fact, when done right, it becomes one of the smartest investments you can make in your people—and your future.
Let’s walk through the 4 stages of succession planning, best practices to follow, and the advantages of succession planning that can give your organization a competitive edge.
Stage 1: Identify Your Organizational Needs
The first stage of succession planning is to step back and look at the bigger picture. You’re not just filling roles—you’re building the future of your organization.
Start by asking:
- What roles are critical to your long-term success?
- What knowledge, skills, and competencies will future leaders need?
- How are external factors—like technology, remote work, or market shifts—reshaping these roles?
Your succession plan should align with your company’s strategic vision. This means collaborating with senior leaders, forecasting potential gaps, and identifying key pressure points. Tools like organizational SWOT analysis or scenario planning can help you anticipate future leadership needs.
Pro tip: Don’t rely on outdated job descriptions. The skills your next leaders need tomorrow might look different from the ones your current leaders use today.
Stage 2: Assess Your Internal Talent Pool
Once you’ve mapped out future needs, the next step is identifying who in your organization might be ready—or could be ready—with the right support.
This is where succession planning metrics come into play. Look beyond job performance alone. Focus on indicators like learning agility, emotional intelligence, strategic thinking, and coachability. These qualities are often stronger predictors of leadership success than technical expertise alone.
High-performing employees are great, but high-potential employees (HIPOs) are the ones who combine results with strong interpersonal and leadership potential. Don’t overlook employees with high potential but lower current performance—there could be external factors at play, like poor management or a lack of resources.
This is also a good time to have honest conversations with employees about their career goals. Ask:
- What do they want for their future?
- Are they interested in leadership?
- What kind of support or learning opportunities would help them get there?
When employees feel seen and supported, they’re more likely to stay engaged and grow within your organization.
Stage 3: Match Talent to the Right Paths
Not everyone aspires to the corner office—and that’s okay. A thoughtful succession plan doesn’t just prepare future executives; it helps all employees see a clear future within the organization.
Maybe a high-potential employee isn’t interested in managing a team—but would thrive as a senior specialist or cross-functional leader. Lateral moves, project-based leadership, and role rotations can offer new challenges without forcing a traditional leadership track.
This stage is about creating career pathing opportunities that align individual interests with organizational goals. It also helps retain top talent by showing them that their growth doesn’t have to mean leaving the company.
Make sure you’re also investing in leadership development opportunities—whether formal training programs, mentorships, or on-demand learning content. Succession planning training should be part of your learning strategy, helping future leaders strengthen critical skills like conflict resolution, delegation, and decision-making.
Stage 4: Develop, Monitor, and Adjust
Succession planning isn’t a one-time project—it’s an ongoing process. Once you’ve identified high-potential employees and matched them to future opportunities, the real work begins: developing them.
Build leadership skills through stretch assignments, mentorships, and job shadowing. Incorporate feedback loops and regular check-ins with both managers and employees.
Track progress using succession planning metrics such as:
- Bench strength (how many people are ready for key roles)
- Readiness timelines
- Promotion rates from within
- Leadership turnover rates
These data points help you fine-tune your plan, identify gaps, and adjust development efforts to ensure your pipeline stays strong.
The Benefits of Succession Planning You Don’t Want to Miss
There are major advantages of succession planning — beyond simply having a backup when someone leaves:
- Reduced risk: You’re prepared for both planned and unexpected departures.
- Increased engagement: Employees are more invested when they see a future with the company.
- Faster transitions: Leaders can step into new roles with greater confidence and readiness.
- Stronger culture: Succession planning signals that growth, learning, and loyalty are valued.
- Improved retention: Employees are less likely to leave when they see clear development opportunities.
Plus, it supports long-term stability and growth by ensuring leadership isn’t dependent on a few individuals.
Plan Now, Succeed Later
Building a future-ready organization starts with developing people today. Succession planning may feel like a big lift, but the payoff is worth it—stronger leadership, smoother transitions, and a workforce that’s ready to grow with you.
Whether you’re just getting started or fine-tuning your existing approach, remember this: when employees know you’re investing in their future, they’re far more likely to invest in yours.
