How to Get Your Company Succession Plan in Order (and Why It’s So Important)


HR professionals are expected to have solid succession plans and often believe they do when they do not.
How often do we believe we created a quality plan because nobody understood or evaluated it well enough to challenge it?
This is often the case with succession plans. How often is the plan so high-level that it cannot be implemented and is therefore of little value?
Below are specific steps that can allow good intentions to turn into reality when you need it the most — when a key person suddenly leaves:
Even though the decision to execute a succession plan is usually motivated by potential future events, your organization is likely to experience benefits now. These benefits include:
Experiencing change in your key positions over time is almost certain to happen- often at the most inopportune time. Given the risks of not having a quality succession plan and the benefits of having one, why delay?