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Succession planning remains a priority for many organizations, yet HR leaders still report challenges in strengthening overall succession capabilities. While various factors contribute to gaps in succession strength, one area worth evaluating is whether the criteria used to identify and assess successors for key roles are truly the most relevant and critical. To support these efforts, I’ve developed a one-page worksheet that helps organizations evaluate succession criteria across five areas: 1) Business Context. What are the critical outcomes and deliverables associated with this role, not only now but in the future? 2) Success Metrics. What indicators and outcomes would reflect effective performance in this role? 3) Critical Experiences. Which experiences best prepare someone for this position? 4) Skills. Which skills are most vital to achieving high levels of performance in this role? 5) Legacy Qualifications to Question. Which criteria have become less relevant yet still carry weight in the assessment process for this role? (This section helps identify outdated criteria that may no longer be necessary for success). While succession planning involves much more than outlined in this worksheet, this resource can serve as an initial planning tool to identify opportunities for refining succession criteria, enhancing successor identification, and supporting development that can accelerate readiness.
