Succession Planning Simplified
Done well, succession planning isn’t about filling gaps; it’s about creating opportunities.
Building a solid leadership pipeline is critical.
Let’s be real: Succession planning is unlikely to end up at the top of your to-do list. There’s always something more urgent—an immediate hire, a new team challenge, or an ambitious organizational goal to hit.
The problem is that ignoring succession planning means you quickly find yourself in the unenviable situation of having to scramble should a key leader step away.
Succession planning doesn’t have to be overwhelming or overly complex. It’s about creating a thoughtful, forward-thinking process to ensure your organization isn’t just surviving leadership transitions—it’s thriving because of them.
Let’s break it down into actionable steps so you can build a leadership pipeline that works seamlessly.
(1) Think beyond the “now”
Most people start succession planning by asking, “Who can replace our current leaders?” But that’s solving for today’s problems without considering tomorrow’s opportunities. The better question is: What kind of leaders will we need to drive the organization forward in 5 or 10 years?
A Real-World Example
Picture a nonprofit gearing up to expand its reach from one state to five over the next decade. The leaders they need today—focused on managing localized programs—aren’t necessarily the visionary, strategic thinkers they’ll need for regional growth. By thinking ahead, they can intentionally shape leadership development to match their future needs.
Your Move
Gather your leadership team and map out your organization’s goals for the next few years. Identify the key traits and skills your future leaders will need to achieve those goals. Leadership development is more impactful when it’s tailored to where you’re headed, not just where you are now.
(2) Find rising stars - and invest
2. Find Rising Stars & Invest in Their Growth
The best leaders often come from within your organization, but only if you’re willing to spot their potential and nurture their growth. Succession planning is as much about talent discovery as it is about talent development.
A Real-World Example
A senior HR leader in a healthcare company noticed that one of her managers had a unique ability to inspire her team during stressful situations. She didn’t just manage well—she led with calm and clarity. With some targeted leadership coaching and exposure to cross-departmental challenges, this manager was ready for an executive role within two years.
Your Move
Take a closer look at your team. Who shows curiosity, resilience, and initiative? Who rallies others during tough times? These are your rising stars. Use 360-degree feedback, performance reviews, and leadership assessments to identify them, then give them stretch assignments, mentoring, and additional development opportunities like coaching.
(3) Build a roadmap
Here’s a simple truth that many miss: people thrive when they know what’s expected of them. If your rising stars have no idea how to move up, frustration and stagnation are inevitable. A development roadmap outlines the skills, experiences and milestones needed for specific leadership roles—and gives your team a clear path forward.
A Real-World Example
At a mid-sized service company, the COO collaborated with HR to create a roadmap for advancing team leads to director-level roles. This included completing a leadership certification, leading cross-functional projects and mentoring new hires. With this framework in place, ambitious employees knew exactly what steps to take, and leadership development became a shared goal.
Your Move
For every critical role, define the skills and experiences that success demands. Then, work with high-potential employees to co-create development plans. It’s not just about checking boxes; it’s about growing leaders who embody your values and vision.
(4) Keep it transparent
One of the biggest succession planning missteps? Keeping the planning process a secret. Lack of transparency can create uncertainty, disengagement, even resentment among your team. People need to know there’s a plan for leadership transitions and their roles during times of change.
A Real-World Example
An executive director at a nonprofit introduced a leadership development program open to employees from all departments. She was upfront about the selection criteria and the growth opportunities it offered. The result? A team energized by the promise of career development and a culture of openness and trust.
Your Move
Communicate your succession planning process during team meetings or through internal newsletters. Celebrate success stories from leadership development efforts and let your team see that there’s a clear path to advancement.
(5) Review and refresh on the reg
Here’s the truth: no succession plan is perfect, and no leadership pipeline stays static. Business landscapes shift, employee needs evolve, and sometimes, your priorities take an unexpected turn. The key is staying flexible.
A Real-World Example
When a mid-sized retail company pivoted to focus on e-commerce, their leadership needs changed. Suddenly, digital expertise and adaptability were top priorities. They revisited their succession plan, adjusted their development programs, and realigned their pipeline to match the new strategy.
Your Move
Make succession planning an ongoing conversation. Schedule an annual review to ensure your plan reflects the organization’s current reality and future goals.
Take one step toward long-term leadership planning, today!
Now is the perfect time to start building your pipeline, and we can help. Our leadership development programs are customized to meet your needs exactly as they are. We work with you to define the scope and sequence of development for your rising stars and support you and them every step of the way during the succession process. Reach out to learn how Luminal can partner with you on your long-term leadership journey.
