Nominate without pre-selecting
List potential successors and separate readiness from entitlement. The purpose is risk coverage, not guaranteed promotion.
Consider candidates outside your direct team to widen the bench and reduce concentration risk.
SuccessionGrowth5 min read
Succession planning that keeps teams resilient
How to nominate successors, set readiness horizons, and build growth plans without pre-selecting “heirs.”
Set readiness horizons
Aim for successors who can step in within 36 months; note what “ready” means for the role’s scope and complexity.
Flag interim coverage separately from long-term successors to keep contingency plans realistic.
Convert plans into action
Turn gaps into 90–180 day development sprints with measurable proof points.
Review successors quarterly during calibration to keep the list fresh and aligned with business changes.
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Calibrated organizations provide fair and aligned feedback, cross-departmental
Move from siloed performance conversations to shared standards that travel across teams and geographies.
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Building a year-round calibration rhythm
Turn annual sessions into a rolling cadence with checkpoints, leading indicators, and transparent follow-through.
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