Succession Planning for Organizational Success: Conceptual Framework and Practical Guidelines

Abstract

This academic article aims to study succession planning approaches, which are crucial for organizational development and success. The results indicate that succession planning helps reduce organizational problems and ensures continuity in personnel operations within the organization. Additionally, it promotes the potential and development of individuals within the organization, enabling the organization to cultivate leaders who are suitable for its specific needs. There should be a process for selecting talented individuals within the organization to participate in succession planning, and the organization should manage its talent appropriately. Furthermore, when selecting personnel for succession, organizations should clearly define the goals of succession planning within their organizational plans, as well as outline the pathways for positions and the qualifications required by the organization. Afterward, the potential of individuals should be assessed, and those selected should be developed in preparation for their future positions. Subsequently, performance should be monitored, and the results evaluated. An effective succession planning process requires cooperation from personnel across all departments within the organization, utilizing various development formats such as training, a focus on learning, coaching and mentoring, assigning challenging tasks that promote learning, considering 360-degree feedback for self-development, online learning, and appropriate evaluation. These efforts transform succession planning into an important tool with a significant impact on the organization. However, succession planning may face challenges due to operational conflicts, patronage systems within the organization, and a lack of diverse knowledge.