Succession Planning: Design and Build Leadership Pipeline

Explore succession planning in large corporations, identifying and grooming successors for CEO and other key roles, through a three-stage process: assessment, evaluation, and development.

Assess the future situation and incumbent to identify evolving succession requirements, including transitions to EV power packs and automation, then document candidates—internal or external—using a structured worksheet.

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The evaluation stage identifies required competencies, screens internal and external candidates, and matches them to roles, addressing gaps through development while flagging loyalty and integrity as critical filters.

Develop a pool of talent ready to step into critical positions through targeted strategies for succession planning. Offer mentorship and specialized training to prepare successors for executive roles.

Develop a structured development phase for succession planning by capturing critical knowledge, documenting procedures, disclosing and developing candidates, providing aligned goals and opportunities, and mentoring with fairness.

Clarify diversity, equity, and inclusivity in the workplace and succession planning. Delineate diversity as demographic, geographic, cultural, and skill variety; equity as equal opportunity and evaluation; inclusivity as belonging.

Explore how diversity, equity, and inclusivity shape succession planning by ensuring merit-based, discrimination-free recruitment, equal opportunity among peers, and inclusive decision making that fosters belonging and innovation.

Apply succession planning to critical roles by building a talent pool, mentoring internal candidates, and preparing contingency plans through cross training, knowledge transfer, and reducing attrition risk.

Explore the nine box grid, a practical tool that maps performance against potential to identify future leaders for top roles, assess pros and cons, and consider its relevance today.

Apply the nine box grid to succession planning by assessing performance and potential and placing candidates into nine boxes to prioritize top talent.

Compare the nine box grid with skills based succession planning for modern hr practice. Outline steps like workforce dynamics analysis, competency mapping, talent assessment, career planning, retention, and inclusion.

Analyze workforce dynamics to identify attrition and retirement risk, map competencies, assess talent, and groom successors; apply career planning, nine-box grid, knowledge transfer, diversity and inclusion, and transparent, legal processes.

The lecture reveals that effective leadership succession planning blends data-driven insights with people-centric practices to build a steady, internally groomed leadership pipeline.

Explore the four approaches to succession planning—competitive, compliant, comfortable, and centered—drawing on Deloitte research to highlight process versus people centricity and objective versus subjective bias.

The centered approach puts people at the center, balancing objective decisions with emotions, and demands accountability, future-focused planning, long-term discipline, and transparency to manage human behavior in succession.

Explore the centered approach to succession planning by aligning long-term leadership needs with current leaders' fears, breaking ten-year goals into yearly steps, and building transparency and trust.

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