Succession Planning: It’s Not Just for CEOs and Boards
When most people hear the phrase succession planning, they picture corporate boardrooms, CEOs, or TV dramas about powerful families.
But succession isn’t only a topic for the C-suite; it’s something every leader should think about.
As a leader, part of your role is to build a team that can thrive even when you’re not in the room. That’s what true leadership continuity looks like. Whether you manage a small team or lead a full business unit, planning for the future helps your organization stay resilient and positions you for your own next step in leadership.
Through years of coaching leaders, I’ve seen how often succession planning slips down the priority list. Yet it’s one of the most strategic ways to ensure your team’s longevity and your career progression.
If it’s not part of your current team strategy, don’t worry. Here’s where to start.
1. Know Your Team and Their Aspirations
The most natural place to look for your successor is right in front of you: your current team.
Start by understanding their strengths, development areas, and career goals.
A good leader should already have these conversations regularly, but if you haven’t, now’s the perfect time to start. It’s not just about identifying who could step into your shoes; it’s also about supporting their growth and aligning it with future opportunities.
2. Look Sideways, Not Just Downward
While your immediate team is a logical first place to look, don’t stop there. Sometimes the right successor sits in another department or business unit.
Broaden your perspective and consider people with transferable skills, strong emotional intelligence, and the ability to learn quickly. They may bring a fresh lens and new energy to your team’s evolution.
3. Keep DE&I Goals in Mind
Succession planning is a powerful opportunity to strengthen your organization’s Diversity, Equity, and Inclusion goals.
When you plan ahead, you can intentionally build a more diverse pool of candidates, which leads to stronger decision-making, engagement, and innovation.
Ask yourself:
- What experiences or perspectives are missing on my team?
- How can I create space for underrepresented talent to grow into leadership roles?
Succession planning done well doesn’t just fill roles; it creates a richer, more inclusive leadership pipeline.
4. Be Transparent With Everyone
Transparency builds trust.
Don’t assume everyone on your team wants your role; some may have very different aspirations. Honest conversations help you understand their goals and align opportunities accordingly.
Also, loop in your own leader. Not only do they need to be part of the plan, but they’ll also appreciate your foresight. It reassures them that your team will remain strong and steady, even as you grow into new roles.
5. Sometimes One Successor Isn’t Enough
If your business unit has grown significantly under your leadership, you may need to plan for more than one successor.
Look ahead to the team’s future strategy and structure. Will it require multiple leaders or new roles?
Succession planning isn’t only about replacing you; it’s about setting up the next phase of the organization’s growth.
6. Stay Flexible
As every leader knows, even the best plans can shift. Reorganizations, mergers, or unexpected moves can all reshape your strategy.
That’s why flexibility is key. Keep a wider pipeline of potential successors, revisit your plan regularly, and stay open to adjusting roles or timelines as the business evolves. Succession planning is a living process, not a one-time exercise.
7. Give People Time and Opportunity to Grow
Once you’ve identified potential successors, give them the runway to get ready.
That might mean assigning stretch projects, connecting them with mentors, or involving them in strategy discussions.
Leadership readiness develops through experience, and as a leader, part of your legacy is creating those experiences for others.
8. Don’t Forget About Your Next Step
As you look across and within your team, don’t lose sight of your own growth.
Where do you want to go next? What skills, exposure, or experiences will help you get there?
Succession planning isn’t only about the people who come after you. It’s also about ensuring you are ready for your next opportunity.
Leading for the Long Term
Taking these steps helps you build leadership continuity, reduce risk, and create a stronger, more resilient organization.
But it also does something deeper: it defines you as the kind of leader who develops others and leaves their team stronger than they found it.
That’s the true mark of leadership.