Increasingly, managers are seeing that for sustained growth and for achieving strategic goals over the longer term, succession planning is essential. The more comprehensively it is practised, the greater the benefits. But implementation of succession planning is still far from universal. Some of the more important elements of succession planning include: Assessing the organisational readiness for succession planning, Preparing personnel at all levels for succession planning, Agreeing on relevant success factors and goals, Identifying the organisation’s range of core competencies Designing specific measurement systems Determining the attitude, personality, learning ability, flexibility and openness of people towards change, Preparing personal development plans for all senior executives. Today, succession planning requires a great deal more than a simple organisational chart showing who holds what job within the enterprise. Best practice organisations use succession planning to develop and maintain strong leadership and to ensure that they address all the skills and competencies required for the business environment they operate in. Succession planning can also be an extremely powerful tool in motivating and retaining top leadership. Moreover, as an ongoing, dynamic process, it can be used to help an organisation to align its business goals and its human capital needs. Perhaps surprisingly, in the ongoing effort to develop a strong and capable workforce, many organisations focus almost entirely on hiring and training. They procrastinate about succession planning. And in the end, they neglect it altogether. Yet, in terms of ongoing, continuing success, it is perhaps the most essential ingredient in building an organisation that is capable of achieving its strategic goals. A career resilient workforce will adapt readily to changes in structure, command relationships and objectives. To achieve such workplace resiliency, employees need to be educated in new definitions of career management and skilled in self-reliant practices in their own career development.

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