Recap - Step 5: Develop Successor Readiness

In Step 5, we moved from assessment to action. Using role profiles, 9-Box Grid results, and talent categories, we nominated successor candidates for prioritized roles, identified readiness timelines, and created a customized talent development action plan. Leadership aligned development investments with prioritized roles and broader workforce needs, creating clarity around who is being developed, how, and why. 

Succession planning is an ongoing process. Successor nominations and development plans should be reviewed and updated as employees grow and organizational priorities evolve. With implementation underway, the focus now shifts to monitoring progress, communicating results, and making data-informed adjustments. The results from this step provide the foundation for Step 6, where implementation progress is tracked, metrics are evaluated, and strategies are adjusted over time.