A strategic workforce or succession plan should be created before an organization needs it, not in reaction to a leadership vacancy or talent shortage. This planning is particularly important when an organization is experiencing periods of growth, organizational change, expansion into new markets, or expected retirements.

Having this proactive people plan helps organizations identify their future talent needs, prepare employees for advancement, reduce disruption during transitions, and ensure business continuity. It also creates greater confidence that critical knowledge, relationships, and leadership capabilities won’t leave the organization when a single individual does.

For a deeper dive into building an effective succession plan, check out our blog, Plan the Exit, Protect the Future.