Talent Succession Planning Checklist

Identify current and future skills gaps:

• What are the critical skills and competencies required for key roles in the organization?
• How do these skills align with the organization's strategic goals?
• What skills gaps exist currently, and what skills will be needed in the future?
• How can we assess and measure these skills gaps effectively?

Identify potential successors:

• Who are the internal candidates that show potential for key roles?
• Are there any external candidates who could be considered for succession?
• What criteria should be used to identify potential successors?
• How can we ensure diversity and inclusion in the succession planning process?

Assess successors:

• How can we assess the competencies and potential of potential successors?
• What assessment methods, such as interviews or tests, should be used?
• How can we gather feedback from relevant stakeholders about potential successors?
• What are the key indicators of success for potential successors?

Develop succession plans:

• How can we create individualized succession plans for each potential successor?
• What specific development opportunities should be included in the plans?
• How can we align the development plans with the organization's goals and values?
• What support and resources are needed to implement the succession plans effectively?

Train and develop successors:

• What training programs or experiences will help successors gain the necessary skills?
• How can we provide mentoring or coaching to support their development?
• What stretch assignments or projects can help successors build their capabilities?
• How can we create a culture of continuous learning and development for successors?

Monitor succession plans:

• How can we track the progress of succession plans for each potential successor?
• What milestones or checkpoints should be established to monitor their development?
• How can we gather feedback from mentors, managers, and other stakeholders?
• What mechanisms can be put in place to ensure accountability and transparency?

Evaluate succession plans:

• How can we evaluate the effectiveness of succession plans in meeting their goals?
• What metrics or indicators should be used to assess the success of succession planning?
• How can we gather feedback from successors and other stakeholders about the plans?
• What improvements or adjustments can be made based on the evaluation findings?

Adjust succession plans:

• How can we ensure that succession plans remain flexible and adaptable?
• What triggers or signals should prompt adjustments to the plans?
• How can we incorporate feedback and lessons learned into the succession planning process?
• What strategies can be implemented to address any identified gaps or challenges?