Succession planning: a developmental approach

Aims to focus on the issue of succession planning.

Provides some practical pointers that organisations should do to improve the efficacy of their succession planning processes.

These include making sponsorship a more open and managed process; stop putting people into boxes; adopt a more systemic view of performance; and continually re‐examine the qualities and experience required for significant roles.

Outlines how the integration of succession planning with both coaching and mentoring is an inevitable outcome of the modern organisation's need to manage its talent pool.