Develop Leaders With Succession Planning

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.

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

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DEVELOP

Use Demand Metric’s downloadable Succession Management Matrix tool to

What is Succession Planning?

2 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

3 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

Understand View Employee Perform-

Use our downloadable

4 DEVELOP LEADERS WITH SUCCESSION PLANNING PROCESS

CREATE YOUR ACCOUNT

Stay on top of the marketing

Webinars Tools &

Having clear insight into

Based on surveys conducted with our member base, we share

sign up for a free trial

Not registered yet? Sign up for free to access this report

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