Question 1

Is identifying a successor's name enough for succession planning?

Accepted Answer

No, a name alone does not constitute readiness, genuine succession planning requires ongoing development that gives a potential successor the specific experience needed to actually be ready.

Question 2

Why might an identified successor turn out not to be ready?

Accepted Answer

Because succession planning was reduced to naming a candidate on a document without providing the deliberate development and stretch experience needed to build genuine readiness.

Question 3

How far in advance should succession planning begin?

Accepted Answer

Well before a role is expected to open, since genuine readiness cannot be built in the short window between a departure and the need to fill the resulting gap.

Question 4

How can an organization check whether its succession plans are genuine?

Accepted Answer

By reviewing whether identified successors are actually receiving development and stretch experience, not just whether a name has been recorded on a document.

Succession Planning: Preparing People Before Roles Become Vacant