Succession Planning

Most succession management processes purely focus on identifying specific successors to key executive positions and often fail to guarantee the readiness of successors.

By including critical retention issues, possible blockers and only members if talent pool members as successors, an organisation can ensure that relevant and timely development of successors can be targeted.

The format of the Succession Planning process is aligned with the Leadership Talent process in terms of colour coding and definitions.

It is highly unlikely for a potential candidate shown in a Succession Plan to not be a a member in a talent pool.

At the Talent Resource Group meeting you will need to:

• Review your succession plan
• Discuss anticipated vacancies in the current structure in the next 6-12 months
• Highlight changes in organisational structure and/or business growth creating vacancies.

By sharing the knowledge of leadership talent across Smiths Group we will be better able to identify alternative and additional potential successors in the talent pools from which you can potentially draw from for use in your Succession Plan.

Please click here to download the example format and definitions of the colour coding.