Succession Planning Dos and Don’ts

1. Make it broad
• Go beyond “replacement grids”
• Consider all key positions (not just the CEO)
• Consider a general “leadership pool”
2. Beware of biases – careful with:
• Recency bias
• Pygmalion effect
• Similarity bias
3. Run periodic discrimination testing
4. Make it transparent & fluid
• keep written records
• remove sub par members, accept new ones
5. Run the “KISS” test
6. Integrate SP with vision, mission, and future trends
7. Ensure CEO and top leadership support

1. Make performance reviews and management
nominations determinative
2. Close program to anyone (regardless of age, ethnicity,
3. Precondition advancement to leadership to
participation in the program
4. Assume mentors are “automatically” ready for their
Tasks ©


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