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This post brings together five of my succession planning templates and worksheets. Each is anchored in a core question the resource helps you answer.
- Which events should trigger an off-cycle review of our succession plans so they remain aligned with business realities? (Nine example trigger events that may warrant a faster reassessment.) Access
- How can we tell if our succession plan is “just names on a page,” and what practical steps can we take to fix it? (Five common warning signs, plus actions to address them.) Access
- How should we reevaluate which roles belong in our succession planning pool as strategy, technology, and expectations evolve? (A one-page template to assess whether roles and successors still fit.) Access
- What level of transparency about successor status is right for our organization? (Includes reflection questions to help you decide whether limited, partial, or full transparency is right for your organization.) Access
- How can metrics help tell a more complete story about the health and impact of our succession plan? (24 example succession metrics across eight areas, including retention and internal mobility.) Access
This is not about filling out templates. It’s about jumpstarting discussions that guide talent decisions. Use these resources if you feel they can help.
If you are an internal HR practitioner and want to go deeper with me and other internal HR practitioners to advance your most critical real-world talent priorities faster and with less friction, apply to my private community for internal HR practitioners, Talent Edge Circle.
