THE SIMPLE SUCCESSION PLANNING TEMPLATE 

Succession Planning is essential to ensure continuity of your internal operations when changes in talent occur.Our Succession Planning template, which is available in this free download, will walk you through what is required at each stage of the succession process along with some helpful tips to get you started.Our functional succession planning tools and templates assist throughout each stage of the succession planning process from measuring the maturity of your current succession program to measuring and communicating the success of your process.

Succession Planning Template Overview:

  1. Measure the maturity of your current succession planning process
  2. Determine key positions to address in your succession plan
  3. Define requirements for success in each critical role by creating success profiles
  4. Nominate succession candidates
  5. Build and measure your talent bench
  6. Document development needs, track progress, identify development opportunities
  7. Measure and communicate success using the succession planning scorecard

Video Transcription

Our succession planning template available in this free download will walk you through what is required at each stage of the succession process, along with some really helpful tips to get you started. Inside you’ll find functional templates and tools to help you along every stage of your succession planning process, including measuring the maturity of your current process, determining where to focus limited resources, defining what is required for success at each role, identifying those succession candidates, building and measuring your talent bench, documenting development needs, tracking progress and identifying those really important development opportunities, and finally, measuring and communicating the success of your process which we think is really the most important part of the processes, is closing that loop.

Hopefully this template helps you develop and get started on your succession planning process. If you need help getting started, take a moment to check out our “Succession Planning Launch Series” which offers a simple and cost-effective way to build a robust process and ensure your organization’s leadership is positioned for success and prepared for the unknown. Contact us to learn more about our Succession Planning Launch Series that delivers a custom succession plan in just 30 days, while requiring less than eight hours, essentially two half-day sessions, from your leadership team.

Templates for Developing a Succession Plan

Inside, you’ll find functional templates and tools to help you along every stage of your Succession Planning Process including:

1. Measuring the maturity of your current succession planning process

Succession planning is a long-term process that helps your organization prepare for the future. Due to the continuous nature of succession planning it can be difficult to determine the effectiveness of your succession plan. Use our Succession Planning Checklist to evaluate the maturity of your current succession plan.

succession planning template checklist
Succession Planning Checklist

2. Determining key positions to address in your succession plan

One of the largest hurdles in succession planning is knowing where to begin. This essential first step to succession planning is made easy with our Critical Roles Identification Questionnaire. We offer a template that assists you in identifying the critical roles that your organization should target in your succession program.

Succession planning template critical role identification questionnaire

3. Defining requirements for success in each critical role by creating success profiles

Our Success Profile Template will help you define the talent need for success in key positions targeted in your succession plan. This template gives you a clear and comprehensive list of requirements for key positions and assists in evaluating succession candidates.

Success profile template for succession planning
Succession Success Profile Template

4. Nominating succession candidates

An essential step to succession planning is nominating successors to create an inventory of the internal talent of your organization. To begin the nomination process, we have provided the Succession Candidate Nomination Survey to help your succession planning team evaluate the potential of a succession candidate.

Succession candidate nomination form

5. Building and measuring your talent bench

At Sigma, we have created a detailed template to help you organize who your top candidates are for each critical position within your company. The Succession Bench Template helps your organization be sure that your potential successors are developing the skills necessary to step into their future roles.

Succession bench template for building and managing your talent bench

6. Documenting development needs, tracking progress and identifying development opportunities

The Individual Development Plan Template helps to move the succession planning process forward by identifying gaps in talent and monitoring the talent development progress of succession candidates. Each of your potential successors should have their own Individual Development Plan that is reviewed annual to help build their readiness for their future roles.

Talent development plan for succession planning

7. Measuring and communicating success using the succession planning template scorecard

Measuring the success of your succession program is and important step that is often overlooked. The Talent Progress Scorecard allows you to review the outcomes of your succession program across a variety of indicators.

Talent progress scorecard to measure the success of your succession plan

Need Help Getting Started?

SIGMA’s Succession Planning Launch Series offers a simple and cost-effective way to build a robust Succession Planning process and ensure your organization’s leadership is positioned for success and prepared for the unknown.

Contact us to learn how our Succession Planning Launch Series delivers a CUSTOM SUCCESSION PLAN in 30 DAYS while requiring less than 8 hours (2 half-day sessions) from your leadership team.