This assessment measures your preparation for future opportunities and challenges your organization will face and helps you understand your current organizational and potential successor situation in order to prepare for the future.
Please answer the following questions with a yes or no answer, based on your current state. Each yes answer gets you one point.
- Do you have a documented organization chart?
- Do you have updated, documented job descriptions for all positions?
- Have you identified all roles that need successors?
- Have you identified 1-2 potential successors for each critical role?
- Have you created success profiles for the jobs to be filled by successors?
- Have you assessed potential successors for their ability to succeed in their future role?
- Have you created development plans for the successors?
- Have you determined approximate dates for each key succession?
- Does the owner support the succession planning effort?
- Do you have a vision for the transfer of ownership and management of the company?
- Is there a detailed contingency plan in case the business owner dies or becomes unable to continue working sooner than anticipated?
- Have you recently had the business valued and analyzed in the same way potential buyers and competitors would?
Now, add up your points and check below for a preliminary calculation of your current leadership development succession state.
Score scale: 0-3 = Very high risk
4-6 = High risk
7-9 = Moderate risk
10-12 = Lowest risk
A 0-3 score means you are at very high risk of not having the right successor developed and ready to move into a key role if an unexpected or urgent situation arises, and overall company awareness, vision and preparedness is lacking.
A 4-6 score indicates you are at high risk when it comes to having a long-term talent and strategy blueprint on succession development. You may have given some thought to the process or taken a few baby steps, but you need help to create an action plan.
A 7-9 score says that you fall into the moderate risk category. It’s possible you have done some preliminary planning related to leadership succession. This signals you may need assistance with the implementation portion of the process.
A 10-12 score is very good. This means that it’s likely you have a future-oriented plan in place and are actively working to find and develop a new generation of leaders through objective, disciplined methods. There still could be potential gaps in your process that an expert could help uncover.
Even if you fall into the moderate or low risk categories, don’t get too complacent. You’ll still want to practice objective decision-making and commit to a reasonable level of organizational discipline to implement a proactive approach that includes regularly measuring and evaluating the process, with clear communication and open-mindedness.
For a free consultation that includes a full interpretation of your self-assessment results, our succession planning consultants are available to meet with you at your convenience, either remotely or in person.