The concept of succession planning has become an important part of many companies’ strategic planning-- but not in all companies.  Too often a company does its succession planning with hindsight, not forethought.

If there is no succession planning process, how will the company develop and nurture its human capital? How will you assure a continuing sequence of qualified people to move up and take over when the current generation of managers and key people retire or move on?  When a company lacks a designated and groomed successor, it exposes a weakness.

Company architects should focus more diligently on grooming future executives based on the strategic needs essential to run the business profitably, not only in the current but also the future marketplace.

Succession Planning is strategic, tactile and deliberate, involving a clear understanding of how corporations can strategically groom future leaders.  It involves placing the right people in the right place at the right time and providing them the tools to succeed.