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Succession Planning Questions

OnTalent

Have you developed a succession plan for your organisation?

Answsering the following questions will certainly start the process for you.

This will ensure you have the Right People in the Right Place at the Right Time.

 

1. Identify Critical Roles

These are roles that would seriously impact the business if left vacant.

Questions to ask:

  • Which roles are central to business continuity, strategy or revenue?
  • Which positions hold unique knowledge or relationships?
  • What risks does the business face if this role is suddenly vacant?
  • Is this role becoming more important within the next 1–3 years?

2. Define Success Profiles for Each Role

Outline what ‘’great” looks like, not just what the job description says.

Questions to ask:

  • What are the essential capabilities, leadership traits and behaviours?
  • What business outcomes does this role need to deliver?
  • What level of complexity and scope must someone be able to handle?
  • What future skills will be important as the business evolves?

3. Assess Internal Talent

Explore who could realistically step into each role now or with development.

Questions to ask:

  • Who is performing strongly and showing leadership potential?
  • Which team members could grow into this role within 1–2 years?
  • What is their readiness level? (ready now / ready soon / future potential)
  • Are we assessing capability based on evidence, not familiarity or bias?
  • Who has demonstrated adaptability and strategic thinking?

4. Identify Gaps and Development Needs

Focus on skill, experience and capability gaps, not just job titles.

Questions to ask:

  • What does each potential successor need to learn to be ready?
  • Are there stretch projects, secondments or acting opportunities available?
  • What training or coaching would fast-track them?
  • What exposure do they need—board, stakeholders, financials, change leadership?

5. Strengthen Your Leadership Pipeline

Plan for a healthy flow of talent at every level, not just the top.

Questions to ask:

  • Do we have enough people in the pipeline for the next 3–5 years?
  • Where are the biggest risk points? (single incumbents, niche skills, retiring leaders)
  • Do we have diversity in our pipeline—skills, thinking styles, backgrounds?
  • Are we attracting and retaining the level of talent we need?

6. Consider External Options

Succession planning isn’t only internal—sometimes the best option is to look outward.

Questions to ask:

  • Would an external hire bring needed skills the organisation lacks?
  • What roles benefit from external perspective versus internal continuity?
  • Do we have a go-to strategy for sourcing external leaders quickly if needed?

7. Build a Transition Plan

Make sure there’s a clear, low-stress handover process.

Questions to ask:

  • What knowledge needs to be transferred before a transition happens?
  • How will we manage shadowing, acting roles or phased handovers?
  • Who needs to be involved in stakeholder introductions?
  • What communication is needed to maintain stability for teams?

8. Review and Update Regularly

Succession is not one-and-done—it shifts as the business shifts.

Questions to ask:

  • Has the role changed in scope or complexity?
  • Has talent performance or readiness changed?
  • Have new strategic priorities emerged?
  • Are we reviewing succession plans at least twice a year?

9. Risk Management Considerations

Stay ahead of vulnerabilities.

Questions to ask:

  • Where do we have key-person risk?
  • Which roles would cause the biggest disruption if vacant?
  • How quickly could we fill each role?
  • What contingency plans exist for sudden departures?

10. Governance and Transparency

Make sure leaders know the process and expectations.

Questions to ask:

  • Who owns succession planning—HR, the board, executive leadership?
  • How transparent should we be with individuals identified as successors?
  • How are succession decisions documented and reviewed?
  • Are we ensuring fairness, objectivity and diversity in decision-making?

If you would like support in succession planning or organsational change management email the team at [email protected] or call 07 3305 5807

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