{"id":25519,"date":"2022-03-09T15:14:03","date_gmt":"2022-03-09T15:14:03","guid":{"rendered":"https:\/\/www.talogy.com\/succession-planning-an-introduction-2\/"},"modified":"2025-09-22T07:37:30","modified_gmt":"2025-09-22T07:37:30","slug":"succession-planning-an-introduction-2","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-ae\/blog\/succession-planning-an-introduction-2\/","title":{"rendered":"Succession planning: an introduction"},"content":{"rendered":"\nOrganisations who struggle with succession planning often fall into one of these categories:\n\n\n\n<ol class=\"wp-block-list\"><li>They don&#8217;t do any succession planning.<\/li><li>They make it so complex that no one wants to engage in the succession planning process.<\/li><li>They are focusing on the wrong type of data.<\/li><\/ol>\n\n\n\nIt is also worth noting that some small to mid-sized organisations feel that succession planning is only for big companies, in which case they would fall into the first category above. Read more in the blog post,\u00a0three reasons that succession planning fails and what you can do about it.\n\nSo what is succession planning? It does not have to be a complex process. From my perspective, at its core, succession planning is the discussion of talent and proactive planning for the future. No more and no less. I think this is worth mentioning because many organisations do not discuss talent in an effective manner or they simply don&#8217;t do it unless they need to recruit someone.\n\nOn the other hand, I have worked with some organisations who would say they don&#8217;t have a formal succession planning process, but they regularly discuss talent and have a good understanding of future needs. I would argue this is the best type of succession planning \u2013 where a formal process is not needed because the leaders are naturally, and effectively, doing this on a regular basis.\u00a0Unfortunately, those organisations are the exception more than the rule. I do believe that the vast majority of organisations need some formality around this process to make sure it doesn&#8217;t get forgotten or overlooked.\u00a0\n\n\n\n<h4 class=\"wp-block-heading\">For a succession plan to be effective, stakeholders need to have a thorough understanding of the following:<\/h4>\n\n\n\n<ul class=\"wp-block-list\"><li>The key positions within their organisation<\/li><li>What talent they currently have<\/li><li>What talent they might need in the future<\/li><\/ul>\n\n\n\nThis first bullet point is worth clarifying: succession planning does not need to account for every single employee in the organisation. Leaders and executives need to focus their time and attention on the most critical roles. Understanding these key points is only part of the equation\u00a0\u2013 it&#8217;s equally important to actually put a formalised plan into place.\u00a0 \u00a0\n\nThe next question is typically, &#8220;OK, so how do I do this?&#8221; For organisations who haven&#8217;t had a formal process in place previously, a programme progression is a good approach. It starts with discussing talent in a formal way.\u00a0This could be as simple as getting leaders and executives into a room to discuss what talent they have and what they might need in the future. This is really the starting point.\u00a0Once talent is being discussed on a regular basis it can progress to include additional information.\u00a0More specifically, it can include performance data, 360 data, and\/or assessment data.\u00a0\n\nRegardless of the data that is collected and discussed, it&#8217;s important to remember that this is a talent discussion first and foremost.\u00a0Some organisations can get caught up in all of the data they have, or don&#8217;t have, and have a hard time simply getting back to the core of discussing talent on a regular basis.\u00a0I have seen instances where during the very first talent discussion the leaders realise they don&#8217;t really know what talent they have or what they need.\u00a0That realisation is a great place to start and can be the springboard for increased talent discussions and, eventually, a formalised succession plan.\u00a0\u00a0\n\nStay tuned for more information about succession planning, including another blog that outlines the five key stages that every organisation should use.\n\n\n\n<div class=\"wp-block-media-text is-stacked-on-mobile\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" src=\"http:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/cta-whitepaper-cover-identifying-selecting-hipos.jpg\" alt=\"\" \/ \/><\/figure><div class=\"wp-block-media-text__content\">\n<h4 class=\"wp-block-heading\">Identifying and selecting high-potential talent<\/h4>\n\n\n\n<h5 class=\"wp-block-heading\">We are facing a talent war.<\/h5>\n\n\n\nGreat leaders are hard to find and even harder to retain in a competitive global economy. Now more than ever, identifying, developing, and engaging high-potential candidates is an important part of every successful organisation&#8217;s talent strategy. They know that their culture is driven by their leaders and they also know that high-performing leaders can be associated with all sorts of positive outcomes (e.g., increased retention of staff, higher employee engagement scores). Download our white paper to find out: \u00a0\n\n\n\n<ul class=\"wp-block-list\"><li>What are indicators of potential?<\/li><li>How to identify and assess for potential<\/li><\/ul>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"http:\/\/info.talogy.com\/en-us\/identifying-and-selecting-high-potentials\" target=\"_blank\" rel=\"noreferrer noopener\">Download Now<\/a><\/div>\n<\/div>\n<\/div><\/div>\n\n\n","protected":false},"excerpt":{"rendered":"<p>Organisations who struggle with succession planning often fall into one of these categories: They don&#8217;t do any succession planning. They make it so complex that no one wants to engage in the succession planning process. They are focusing on the wrong type of data. It is also worth noting that some small to mid-sized organisations [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":104476,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"custom_post_author_id":"107240","footnotes":""},"categories":[197],"tags":[],"tax_topic":[235],"tax_industry":[494,495,496,497,498,499,500,185,501,502],"class_list":["post-25519","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-en-ae","tax_topic-succession-planning-en-ae","tax_industry-automotive-en-ae","tax_industry-energy-utility","tax_industry-federal-government-en-ae","tax_industry-finance-insurance-en-ae","tax_industry-healthcare-en-ae","tax_industry-manufacturing-en-ae","tax_industry-professional-services-en-ae","tax_industry-public-sector-en-ae","tax_industry-retail-en-ae","tax_industry-state-local-government"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - 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