The traditional plan

The plan of the future

Consider the key positions in today's organisation, and the skills required in each.

Use the traditional succession plan as a starting point.

Take an inventory of the talent you have in the organisation right now.

Think about what you organisation will need to look like in three to five years. How is it different from today?
What new skills will you need in which position?
Who will be ready?

Decide whether you have a successor for each key position. Is he or she ready now?
Where is the development coaching required?
Where is the recruitment of new talent the answer?

What does that view tell you about what actions to take today in:

• Career management and retention of talent
• Management development
• Recruitment and release of talent
• Performance managment
• Knowledge management

Warning: Be careful you are not developing great executives for yesterday's business.

Ask whether you have the systems in place to do this job.