The Big Squeeze

The founder’s guide to Succession and workforce planning

Succession and workforce planning are critical components of a successful business. They involve identifying and developing internal candidates to fill key leadership roles, as well as developing strategies to attract and retain top talent.

First, it's important to identify key roles within the company that are vital to its success. These may include leadership positions such as CEO, CFO, and COO, as well as positions that are critical to the company's operations, such as production managers, sales leaders, and key engineers. Once these roles have been identified, the next step is to identify internal candidates who have the potential to fill them. This can be done through performance evaluations, skill assessments, and mentoring programs.

Next, it's important to develop a comprehensive training and development program to prepare these candidates for leadership roles. This may include formal education and training, on-the-job training, and mentoring and coaching programs. Additionally, it is important to provide these internal candidates with opportunities to lead and manage projects and teams, so they can gain the experience and confidence needed to take on leadership roles.

In addition to developing internal candidates, it's also important to have a strategy for attracting and retaining top talent. This may include competitive compensation and benefits packages, flexible work arrangements, and a positive company culture. Additionally, it's important to stay abreast of industry trends and changes, and to be open to new ways of working and new technologies, to ensure that the company remains competitive and attractive to top talent.

Another important aspect of succession and workforce planning is communication. It is important to keep employees informed about the company's plans for succession and workforce development. This can help to build trust and engagement, and to ensure that employees feel valued and invested in the company's future.

Finally, it's important to have a plan in place for unexpected departures or changes in leadership. This may include having a clear process for selecting and training interim leaders, as well as having a plan in place for communicating with employees, customers, and stakeholders during these transitions.

In summary, succession and workforce planning are critical components of a successful business. By identifying key roles, developing internal candidates, and having a strategy for attracting and retaining top talent, a company can ensure that it has the leadership and talent in place to achieve its goals and continue to thrive in the future.


Rob Boll
Founder & CEO