How Effective Succession Planning Gives You the Edge

Michael Wolsten, Michael Wolsten Consulting

Building a great succession plan isn’t just about filling vacancies when someone retires or moves on—it’s about thinking ahead, seeing the bigger picture, and preparing for the future in a way that benefits the whole team.

Let’s explore why succession planning is a game-changer and how to ensure your team's success no matter what happens next.

"Succession planning isn’t just about filling seats—it’s about understanding your team’s strengths, cultivating internal leadership, and preparing for both the future you can see and the surprises you can’t."

Success is Built on the Big Picture

Think of succession planning like a massive puzzle. It’s about looking beyond today’s needs and focusing on how each piece fits into a long-term vision.

For one client I helped recently, we identified who was ready now, ready soon, and ready later for every management level and their Board.

Whether it's retirement, a growth spurt, or unexpected changes, a solid succession plan helps you prepare for the future you can see and the surprises that might come along the way.

It’s about more than just hiring the right people—it's about understanding your team’s strengths, cultivating internal leadership, and making sure you’re ready to adapt when new opportunities arise. It's not just about building a plan because it’s “required.”

With the right strategy, you’ll have the confidence to face whatever challenges the future holds.

How to Build a Future-Proof Succession Plan

1. Dig into Strengths

The foundation of any good succession plan starts with understanding your team’s skills, strengths, and potential. Regular assessments, hidden talents, and growth paths all help ensure you have the right people for the right roles when the time comes.

2. Find Future Stars Within
Internal talent is where you can cultivate leadership and create continuity. By spotting emerging leaders, offering mentorship, and having open dialogues about career ambitions, you’re not just preparing for tomorrow’s needs but creating a thriving internal talent pipeline today.

3. Plan for Fresh Faces
While internal talent is critical, sometimes you’ll need external expertise to fill knowledge gaps or expand your team’s capabilities. Mapping out skill gaps and building a talent pipeline can ensure you’re not scrambling to hire externally.

4. Make It Manageable
Succession planning is a dynamic process. Set quarterly checkpoints, assign monthly goals, and regularly evaluate and adapt the plan to reflect new developments in your business.

Life is much better when you have a solid Succession Policy and Succession Tracker. You can update people, positions, and readiness with a few mouse clicks.

3 Power Questions:

1. How well do you know your team's strengths and potential?
Regular feedback and self-assessments help you understand who’s ready for the next step and where gaps may exist.

2. Are you cultivating internal leaders for the future?
Look for emerging leaders and help them grow into their potential with mentorship and opportunities for growth.

3. Do you have a plan for future openings and a way to track your progress?
Mapping out who you have, potential vacancies, who is ready to step up, and who needs to be developed on your team and your Board is critical.

Building a succession plan isn’t just about filling seats—it’s about ensuring your team is prepared, confident, and set up for long-term success.

Take the time to build a plan that’s as dynamic and forward-thinking as your Credit Union. Here’s to building a brighter future, one piece at a time!

Lead Boldly