What do you do if you're a late career professional needing to ensure a smooth succession plan for your role?

1 Assess your situation

When creating a succession plan, the first step is to assess your current situation and future goals. Ask questions such as how long you plan to stay in your role, what the critical skills and competencies are, and how many potential successors you have in your team or department. Additionally, consider their strengths, weaknesses, and development needs, as well as how they fit with the organizational culture and vision. To evaluate your situation and identify gaps, use tools such as a SWOT analysis, a competency matrix, or a 9-box grid.

2 Develop your successors

The next step is to develop your potential successors and prepare them for taking over your role. To do this, you can provide them with coaching and mentoring, job rotation and shadowing, delegation and empowerment, and training and education opportunities. For example, you can share your insights, feedback, and advice with them to help them overcome challenges. You can also assign them more responsibilities and authority and let them make decisions on their own. Additionally, you can enroll them in relevant courses or certifications to enhance their skills and knowledge. Lastly, it's important to monitor and evaluate their progress and performance, then adjust your development plan accordingly.

3 Communicate your plan

The third step in the succession plan is to communicate it to the relevant stakeholders and get their support and buy-in. It is important to involve your manager, team or department, and successors. You should inform your manager of your retirement intentions and discuss how you will transition your role and responsibilities. Additionally, you must explain to your team or department how the succession plan will benefit them and the organization, as well as address any questions or concerns. Your successors should be aware of their expectations and roles, as well as receive confidence and appreciation from you. Lastly, it is necessary to update and revise the succession plan as needed, while keeping everyone informed of any changes.

4 Transition your role

The final step is to transition your role and responsibilities to your successors and ensure a smooth handover. You need to document and share your processes, procedures, and best practices, providing ongoing support and guidance. Additionally, you should celebrate your achievements and thank your colleagues and managers for their support. As you prepare yourself for retirement, enjoy this new phase of life.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?