Succession Planning Toolkit

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Partner closely with the Human Resources organization in developing organizational capabilities through Succession Planning, organizational assessment, identification of key skill gaps, Talent Acquisition and Talent Development strategies that link with business goals.

More Uses of the Succession Planning Toolkit:

  • Be accountable for overseeing implementation of all people processes like workforce and capability planning, Performance Management, Talent Management, Succession Planning, Diversity and Inclusion, Talent Acquisition, remuneration, restructuring and other processes.

  • Warrant that your enterprise understands and takes accountability for process ownership, Data Stewardship and/or policy enforcement and the necessary Succession Planning when moving on to a new role.

  • Ensure your planning complies; activities or the lack there of, which drive maintenance indicator results in the wrong direction are corrected or brought to the attention of the appropriate resource.

  • Warrant that your corporation applies Change Management methodologies, communication planning, Organizational Readiness assessment and stakeholder analyses.

  • Ensure your organization develops and implements strategies to attract and maintain highly skilled and engaged workforce by diagnosing capability gaps, recruiting, selecting and developing talent; supporting mentorship, workforce development and Succession Planning.

  • Secure that your team interacts with key strategic initiative owners to understand how the sales Incentive Program aligns with the initiative objectives.

  • Manage work with leadership to develop financial goals and objectives, understanding Strategic Alignment and expected growth rates, along with financial targets across your organization.

  • Establish: increasingly, you are getting involved with clients long before there is an imminent need for a transition at the CEO level with your Succession Planning support.

  • Use data to support and advocate for a variety of business decisions that align to the Strategic Direction of your organization.

  • Assure your organization complies; processes complex Accounts Receivable transactions in electronic databases to record revenue from internal and external customers.

  • Arrange that your organization demonstrates teamwork by holding regular Area meetings, effectively resolving concerns, and ensuring resources are shared.

  • Be accountable for leading and supporting effective Performance Management, talent assessment, Succession Planning, engagement and recognition programs to drive optimal performance and business outcomes.

  • Manage work with the Consultants to synthesize data from the assessments and prepare client reports/deliverables, capturing an integrated point of view.

  • Ensure you overhaul; lead strategic Risk Modeling and Scenario planning for business critical decisions to support Business Strategy and to identify and Mitigate Risk in line with the Risk Appetite.

  • Be accountable for evaluating staffing needs and ensuring diversity among employees who have the training and Continuing Education to be maximally effective in current and future positions as a part of ongoing performance excellence and Succession Planning.

  • Identify and manage stakeholders, finding out the needs/issues/concerns and reacting by leading and coordinating the development of stakeholder Engagement Plans to support the communication of business information and decisions.

  • Assure your operation estimates future staffing and skill requirements needed for divisional and organization wide Succession Planning and Talent Management purposes.

  • Ensure you cooperate; understand internal trends and competitive Market intelligence, anticipate and navigate the impact on your pay philosophy.

  • Drive ensurE Business results, holds others accountable, share vision, clarify goals, and communicate success and failures.

  • Ensure you instruct; lead staff with accountability and an emphasis on excellence in execution, Talent Management, and Succession Planning in accordance with corporate Strategic Direction.

  • Methodize: internal and external point of escalation, across all business lines that serve the client, for unresolved service items.

  • Enable the effective diagnosis of business issues / strategy and goals, turning into talent strategies, with integrated interventions and solutions that deliver against key.

  • Confirm your project ensures that policies, procedures and systems are in place to ensure continuous operations, proactive maintenance and timely Problem Resolution.

  • Provide appropriate metrics and reporting data to monitor performance of Inventory Management, capacity, Customer Service, site performance, etc.

  • Establish: review and approves Accounts Receivable transactions in electronic databases to record revenue from internal and external customers.

  • Secure that your strategy leads the talent assessment and Succession Planning initiatives ensuring understanding and utilization of all associated tools and processes by your organization leadership.


Save time, empower your teams and effectively upgrade your processes with access to this practical Succession Planning Toolkit and guide. Address common challenges with best-practice templates, step-by-step Work Plans and maturity diagnostics for any Succession Planning related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Succession Planning specific requirements:

STEP 1: Get your bearings

Start with...

  • The latest quick edition of the Succession Planning Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.

Organized in a Data Driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…

  • Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

Then find your goals...

STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 999 new and updated case-based questions, organized into seven core areas of Process Design, this Self-Assessment will help you identify areas in which Succession Planning improvements can be made.

Examples; 10 of the 999 standard requirements:

  1. Do you combine technical expertise with business knowledge and Succession Planning Key topics include lifecycles, development approaches, requirements and how to make your organization case?

  2. How do you recognize an objection?

  3. What should you stop doing?

  4. Are Risk Management tasks balanced centrally and locally?

  5. How will you recognize and celebrate results?

  6. How do customers see your organization?

  7. Does the problem have ethical dimensions?

  8. Do you have any cost Succession Planning limitation requirements?

  9. What Succession Planning metrics are outputs of the process?

  10. What are the costs of delaying Succession Planning action?

Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:

  • The workbook is the latest in-depth complete edition of the Succession Planning book in PDF containing 994 requirements, which criteria correspond to the criteria in...

Your Succession Planning self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:

  • The Self-Assessment Excel Dashboard; with the Succession Planning Self-Assessment and Scorecard you will develop a clear picture of which Succession Planning areas need attention, which requirements you should focus on and who will be responsible for them:

    • Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
    • Gives you a professional Dashboard to guide and perform a thorough Succession Planning Self-Assessment
    • Is secure: Ensures offline Data Protection of your Self-Assessment results
    • Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:


STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Succession Planning projects with the 62 implementation resources:

  • 62 step-by-step Succession Planning Project Management Form Templates covering over 1500 Succession Planning project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Cost Management Plan: Eac -estimate at completion, what is the total job expected to cost?

  2. Activity Cost Estimates: In which phase of the Acquisition Process cycle does source qualifications reside?

  3. Project Scope Statement: Will all Succession Planning project issues be unconditionally tracked through the Issue Resolution process?

  4. Closing Process Group: Did the Succession Planning Project Team have enough people to execute the Succession Planning Project Plan?

  5. Source Selection Criteria: What are the guidelines regarding award without considerations?

  6. Scope Management Plan: Are Corrective Actions taken when actual results are substantially different from detailed Succession Planning Project Plan (variances)?

  7. Initiating Process Group: During which stage of Risk planning are risks prioritized based on probability and impact?

  8. Cost Management Plan: Is your organization certified as a supplier, wholesaler, regular dealer, or manufacturer of corresponding products/supplies?

  9. Procurement Audit: Was a formal review of tenders received undertaken?

  10. Activity Cost Estimates: What procedures are put in place regarding bidding and cost comparisons, if any?

Step-by-step and complete Succession Planning Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

2.0 Planning Process Group:

  • 2.1 Succession Planning Project Management Plan
  • 2.2 Scope Management Plan
  • 2.3 Requirements Management Plan
  • 2.4 Requirements Documentation
  • 2.5 Requirements Traceability Matrix
  • 2.6 Succession Planning project Scope Statement
  • 2.7 Assumption and Constraint Log
  • 2.8 Work Breakdown Structure
  • 2.9 WBS Dictionary
  • 2.10 Schedule Management Plan
  • 2.11 Activity List
  • 2.12 Activity Attributes
  • 2.13 Milestone List
  • 2.14 Network Diagram
  • 2.15 Activity Resource Requirements
  • 2.16 Resource Breakdown Structure
  • 2.17 Activity Duration Estimates
  • 2.18 Duration Estimating Worksheet
  • 2.19 Succession Planning project Schedule
  • 2.20 Cost Management Plan
  • 2.21 Activity Cost Estimates
  • 2.22 Cost Estimating Worksheet
  • 2.23 Cost Baseline
  • 2.24 Quality Management Plan
  • 2.25 Quality Metrics
  • 2.26 Process Improvement Plan
  • 2.27 Responsibility Assignment Matrix
  • 2.28 Roles and Responsibilities
  • 2.29 Human Resource Management Plan
  • 2.30 Communications Management Plan
  • 2.31 Risk Management Plan
  • 2.32 Risk Register
  • 2.33 Probability and Impact Assessment
  • 2.34 Probability and Impact Matrix
  • 2.35 Risk Data Sheet
  • 2.36 Procurement Management Plan
  • 2.37 Source Selection Criteria
  • 2.38 Stakeholder Management Plan
  • 2.39 Change Management Plan

3.0 Executing Process Group:

  • 3.1 Team Member Status Report
  • 3.2 Change Request
  • 3.3 Change Log
  • 3.4 Decision Log
  • 3.5 Quality Audit
  • 3.6 Team Directory
  • 3.7 Team Operating Agreement
  • 3.8 Team Performance Assessment
  • 3.9 Team Member Performance Assessment
  • 3.10 Issue Log

4.0 Monitoring and Controlling Process Group:

  • 4.1 Succession Planning project Performance Report
  • 4.2 Variance Analysis
  • 4.3 Earned Value Status
  • 4.4 Risk Audit
  • 4.5 Contractor Status Report
  • 4.6 Formal Acceptance

5.0 Closing Process Group:

  • 5.1 Procurement Audit
  • 5.2 Contract Close-Out
  • 5.3 Succession Planning project or Phase Close-Out
  • 5.4 Lessons Learned



With this Three Step process you will have all the tools you need for any Succession Planning project with this in-depth Succession Planning Toolkit.

In using the Toolkit you will be better able to:

  • Diagnose Succession Planning projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
  • Implement evidence-based Best Practice strategies aligned with overall goals
  • Integrate recent advances in Succession Planning and put Process Design strategies into practice according to Best Practice guidelines

Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Succession Planning investments work better.

This Succession Planning All-Inclusive Toolkit enables You to be that person.


Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.