Succession Planning

A process of identifying, developing and transitioning potential successors for the company’s present and future roles; aligned with the talent and ambition of current employees and the talent network.

5 key elements of succession planning

Pivotal roles

Roles that are essential to the company’s future.

Examples are roles with:

  • Large span of control
  • Large budgetary responsibilities
  • Senior and strategic roles
  • Customer contact roles
  • Specialists roles

Bench strength roles

The competence and number of employees ready to fill vacant leadership and other positions when the need arises.

Bench strength speaks to:

  • Depth of an organization, not just quality (developed successors)
  • Quantity (number of developed successors)

Goals of the Succession Planning Process

  • Prioritize people performance
  • Highlight the link between performance and business success
  • Identify potential leaders, talent opportunities and skill gaps within the business
  • Manage succession as leaders depart and establish business continuity
  • Increase accountability for talent growth and assessment throughout the business
  • Provide a compelling career path within the organization
  • Aid recruiting and retention and be known as a business that develops leaders

For information on speaking availability and additional topics please contact  Rocky directly at:

Rocky Romanella
Phone: 610-322-0720
Email: [email protected]