DEVELOP

LEADERS WITH
SUCCESSION
PLANNING

HOW-TO GUIDE
 Develop Leaders with Succession Planning
HOW-TO GUIDE

Developing leaders is a top organizational development priority for every company. Effectively
managing knowledge capital is especially important in highly competitive industries. Understanding
and deploying a succession management strategy is an excellent way to manage your department,
groom future leaders, and mitigate risk.  

Use Demand Metric’s downloadable Succession Management Matrix tool to

identify and develop the future leaders of your organization.

VIEW RESOURCE

What is Succession Planning?

Succession Planning is the process of identifying and preparing suitable employees, through
mentoring, training and job rotation, to replace key players within an organization. From a risk
management perspective, provisions are made in case no suitable internal candidates are available
to replace the loss of any key person.

2 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

5 Levels of Employee Performance
Star Performer — this is the company prototype: very high performance and very high potential
to be a leader. Stars always get their work done on time, operate at least one level higher than
their current role, have influence outside of their department, and are acknowledged as a role
model in their position.

Strong Performer — these employees are very reliable and generally get all of their assigned work
completed on time. Viewed as leaders, strong performers would be stars if their performance was
consistently high, or if they had more potential.

Solid Performer — generally, solid performers are dependable to reach their goals, but lack the
raw talent to be effective leaders. The best strategy for this group of employees is to continue skill
development to increase performance.

Questionable Performers — questionable performers are having difficulty excelling for one reason
or another. Typically, they are capable of performing at a higher level but may be in the wrong
position. Consider a lateral move here.

Low Performers — every organization has a few low performers. If potential and performance
are low, look at exit options. If performance is low but potential is medium or high, consider a
reassignment of duties.

Bottom Line
Employees leave organizations for a variety of reasons. Don’t be left holding the bag when a key
member of your staff gives notice; use succession planning to effectively develop your staff and
groom future leaders.

3 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

 Action Plan
STEP 1 - Understand Succession Management

Understand View Employee Perform-

1 Succession
Management ance and Potential

Use our downloadable

Determine Succession Management
2 Vulnerabilities Matrix to get a better
understanding of your
employee’s performance
and potential.

Evaluate Your
3 Department

Develop
4 Staffing Plans Succession Management Matrix

VIEW RESOURCE

Create Succession
5 Plans

4 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

 Action Plan
STEP 2 - Determine Vulnerabilities

Understand
Be Ready for Anything
1 Succession
Management

Evaluate your department

from the perspective

2 Determine that you could lose any

Vulnerabilities employee at any time.

Staff members who

are very crucial to your
organization need to either
Evaluate Your document their knowledge
3 Department or mentor the person who
is likely to be next in line for
their job.

Develop
4 Staffing Plans

Risk Assessment Tool

Create Succession
5 Plans
VIEW RESOURCE

5 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

 Action Plan
STEP 3 - Evaluate Your Department

Understand
Transparency of Staff
1 Succession
Knowledge and Expertise
Management

Use the Succession

Determine Management Matrix
2 Vulnerabilities to evaluate the level
of performance and
leadership potential within
your department.

3 Evaluate Your
Department
The goal is to have no
Questionable or Low
performers.

Develop
4 Staffing Plans

Succession Management Matrix

Create Succession
5 Plans VIEW RESOURCE

6 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

 Action Plan
STEP 4 - Develop Staffing Plans

Understand
Staffing Plans with Clear
1 Succession
Goals and Expectations
Management

Be honest with your staff

Determine about their potential in your
2 Vulnerabilities organization.

Spend more time with

higher potential staff, and
be clear that expectations
Evaluate Your are higher for those with
3 Department high potential.

Develop
4 Staffing
Plans

Professional Development Plan

Create Succession VIEW RESOURCE

5 Plans

7 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

 Action Plan
STEP 5 - Create Succession Plans

Understand
Incorporate Smart
1 Succession
Strategy for Training &
Management
Promotion

Determine
2 Vulnerabilities
Strategies such as job
rotation, mentoring, and
cross training are effective
methods for establishing a
basic succession plan.

Evaluate Your Focus on key executives

3 Department who may leave in the
next 18 months, and
communicate this as an
opportunity for internal
promotion.
Develop
4 Staffing Plans

Create
5 Succession
Plans

8 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

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