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Succession Management Implementation Guide

    four steps succession management

    Building a succession plan can seem like a formidable task—but it doesn't have to be.

    There are four key steps to the process: pinpointing future leadership gaps, identifying top talent, customizing high-potential development, and personalizing onboarding for internal hires.

    Still seem daunting? This toolkit includes easy-to-use resources to help you execute on each step and lay the foundation for your organization's succession plan.

    Not an HR Advancement Center member? You can still download the Succession Intervention Evaluation Tool to pinpoint jobs most vulnerable to retirements and determine which positions truly warrant formal succession planning.

    Succession management is more "doable" than you may think

    Conventional wisdom is right: succession plans are important. All organizations aspire to have seamless transitions whenever a key leader departs—be it planned or unplanned.

    For HR leaders, the challenge is translating this broad aspiration into actual practice. And it can be especially daunting for health care HR leaders, who often look at the highly resource-intensive succession management programs in corporate America and see no way to translate them into health care.

    Four key counterintuitive insights

    The goal of this toolkit is to simplify and demystify succession planning for health care organizations. As stated, it's much more "doable" than is often thought—especially if you apply four counterintuitive insights to your succession planning efforts.

    The remainder of this toolkit discusses these insights and includes 12 tools to help HR leaders build strong succession plans.

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