The Six Steps of Succession Planning

There are many ways to approach succession planning, any of which would bring benefits.  

For this training, we created a hybrid framework that integrates the National Institutes for Health (NIH) succession model and a human resources “9-Box Grid” tool into one unified process.   

It begins with the NIH foundational concepts such as identifying critical positions and defining competency expectations. This ensures fairness, transparency, and consistency. Once position-based risk is clear, we apply the 9-Box Grid to evaluate talent readiness and potential bench strength.   

The grid then informs development pathways tailored to each category, ensuring high-potential contributors receive the stretch work required to advance, while core and developing talent receive targeted growth opportunities. Lastly, we evaluate bench strength, movement across the 9-Box, and readiness pipeline depth.   

The result: a scalable, data-driven, equitable talent system that protects continuity and accelerates future leadership capacity. 

The Six Steps outlined in this toolkit are: 

  1. Prioritize Critical Positions 

  1. Define Role Requirements   

  1. Assess Workforce Talent 

  1. Identify Successor Candidates 

  1. Develop Successor Readiness  

  1. Evaluate and Sustain the Process