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One challenge with succession planning is that after initial successors are identified, different situations often emerge that require adjustments to the original plan. Without ongoing attention, succession plans risk becoming little more than “names on a page” that don’t reflect current reality. What’s needed instead is continuous succession management, where successors are actively developed, reassessed, and supported as circumstances evolve. Here’s my one-page cheat sheet that helps you think through eight succession scenarios that may exist in an organization at any given time. Each scenario is unique and may call for different talent actions informed by the right questions. For a Ready-Now Successor in Waiting (fully ready, but there is a low likelihood the incumbent will vacate the role in the near future), a question to consider is: What is the retention risk if advancement remains delayed? If it is high, what can be done to reduce it? For Declining Successor Readiness (readiness has plateaued or regressed due to performance, engagement, or context changes), ask: What factors contributed to the decline—skill gaps, motivation, or external shifts? Is the role still the right fit, or should we redirect the successor to another opportunity? Questions like this can help prompt ongoing actions rather than waiting until formal succession planning cycles to address them.
