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Many HR teams are enhancing their talent practices to deliver greater value to stakeholders, with succession planning (SP) being a top priority. Rather than simply updating plans with names and readiness levels, now is an ideal time for a more thoughtful review of key positions in the SP process. To support this, I’ve developed a template to help leaders assess changes in targeted succession roles and their impact on succession plans. It includes questions such as: “How might our business strategy evolve over the next few years, and what impact would that have on this role?”; “What emerging technologies or trends could reshape this role’s responsibilities?”; “Are there previously identified successors who may no longer align with anticipated changes?”; and “Are there new successors now viable based on changing requirements?” This approach ensures succession plans remain dynamic, future-focused, and aligned with organizational needs.
