Step 5: Develop Successor Readiness

Overview  

Building on the successor candidates identified in Step 4, this step moves the organization from successor identification to successor development. Leadership recommends successor candidates, establishes readiness timelines, and creates talent development action Plans that prepare employees for future roles while strengthening the broader workforce. 

The 9-Box Grid helps understand the organization and existing talent visually. It also can help see gaps in the talent pipeline as well as create a talent development action plan. This plan can include talent development actions as well as performance management actions and is a key resource for succession planning. 

At this stage, leaders identify employees who demonstrate alignment with the competencies, experience, and readiness expectations required for prioritized positions. Nominations are based on a combination of demonstrated performance, leadership potential, and role-specific readiness rather than tenure or position alone. Whenever possible, organizations should identify multiple potential successors to strengthen bench depth and reduce risk. 

For each recommended successor, leadership determines an estimated readiness timeline of the grouping categories and outline development strategies needed to support advancement. Development actions may include stretch assignments, cross-training, mentoring, coaching, acting roles, or formal learning opportunities. 

Step 5 also addresses the broader talent pool. Leadership identifies development actions for employees who show future potential but are not yet ready for succession, as well as strategies to support core contributors and address performance or role fit concerns where needed. This ensures that succession planning strengthens the entire workforce and not just those identified as successors. 

Successor nominations and talent development action plans are not guarantees of promotion and should be reviewed regularly. All discussions and documentation related to Step 5 are confidential and intended to support workforce development, continuity, and organizational sustainability. The outcome of Step 5 is a set of clear, actionable plans that align talent development with organizational needs, support equitable growth opportunities, and build a sustainable workforce pipeline.