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The Succession Planning Process
How do you create a succession plan?Preview the first lesson free — get full access to all 6 lessons.
Advanced Provider : Stephanie Douglas 6 Lessons · 18m in Arabic, English, Spanish
Course Description
In this course, The Succession Planning Process, we cover common objective criteria and subjective assessments that are used to evaluate leadership potential. By identifying potential successors, your company can mitigate risks and cultivate a pool of capable workers. Once you’ve chosen potential leaders, it’s necessary to train and develop their skills. This course covers many talent development options as well as how to build an action plan for the transition into a position.
It's crucial to establish clear eligibility requirements for a leadership position, including key competencies, experience level, performance, and subjective assessments like leadership or high potential. Potential leaders will also benefit from creative approaches to talent development, which can bring innovation and fresh perspectives to the succession planning process. We also explore performance management and how to evaluate development tools to see if they’re the right fit for your company. Succession planning is not just a one-time event, and this course will help you build a succession plan, find employees who are the right fit, and transition them into needed roles after their skills have been developed.
What You'll Learn
- Describe common eligibility requirements for leadership roles, including key competencies, experience level, and performance
- Identify the common factors used to assess growth and leadership potential in candidates
- Recognize talent development approaches used in succession planning
- Build an action plan for transitioning a successor into a leadership position
- Apply performance management and evaluate whether development tools fit your company
Key Takeaways
- By identifying potential successors, a company can mitigate risks and cultivate a pool of capable workers.
- Establishing clear eligibility requirements for a leadership position includes key competencies, experience level, performance, and subjective assessments such as leadership or high potential.
- Once potential leaders are chosen, it is necessary to train and develop their skills using a range of talent development options.
- Creative approaches to talent development can bring innovation and fresh perspectives to the succession planning process.
- Succession planning is not a one-time event but an ongoing process of finding the right employees and transitioning them into roles after their skills are developed.
Frequently Asked Questions
What does this course cover?
It covers the objective criteria and subjective assessments used to evaluate leadership potential, talent development options, performance management, how to evaluate whether development tools fit your company, and how to build an action plan for transitioning a successor into a position.
What skills will I gain from this course?
The course develops skills in evaluating staff, succession planning, and workforce development.
How is the course structured?
It is organized into lessons: Introduction, Assessing Potential Successors, Developing Talent, Building an Action Plan Part 1, Building an Action Plan Part 2, and a Test Your Knowledge assessment.
What will I be able to do after completing this course?
You will be able to build a succession plan, find employees who are the right fit, and transition them into needed roles after their skills have been developed.
