Step 4: Identify Successor Candidates Recap 

This step connects talent readiness with role requirements leading to the identification of potential successors for high-priority positions. Using the 9-Box Grid results from Step 3 and the Succession Planning Profiles developed in Step 2, leaders evaluated employees' readiness levels and alignment with the knowledge, skills, competencies, and experience required for future positions. 

This process helps ensure successor nominations are based on demonstrated performance, future potential, and position-specific requirements. 

By completing Step 4, you have: 

  • Confirmed color coded talent pool categories based on 9-Box Grid placements  

  • Readiness assessments for employees within the talent pool  

  • A clearer understanding of succession strengths and gaps across high-priority positions  

  • A list of potential successor candidates to nominate for prioritized positions   

  • Documentation supporting successor nomination decisions based on role requirements and employee readiness  

This information provides the foundation for the final phase of succession planning. In Step 5, leaders will use the color-coded talent pool categories to create targeted development strategies and action plans to prepare identified successors, strengthen bench strength, and address readiness gaps across the organization.