Succession planning is one of the most critical strategies for protecting the future of any organization. For public sector leaders, where the stakes often involve delivering essential services to communities, a seamless transition of knowledge and leadership is paramount.
Yet, as highlighted during our recent “Seamless Transitions” webinar, many organizations face challenges such as limited resources, impending retirements, and gaps in workforce development. The good news: There are immediate, actionable steps you can take to build a strong succession planning strategy.
Here, we recap the insights shared during our webinar and outline a practical checklist to help your organization enhance its approach to succession planning.
Why Succession Planning Matters
The numbers make it clear. Research shows that:
- Over 50% of public sector leaders believe the largest wave of retirements is still ahead.
- About 51% of the workforce are keeping an eye on opportunities elsewhere.
- Only 12% of public sector organizations have formal succession planning processes in place.
Without a plan, organizations risk losing critical knowledge, facing disruptions in service, or experiencing declines in employee morale. Succession planning offers a proactive framework to mitigate these risks, build internal capacity, and ensure operational continuity — even amid a changing workforce.
Key Strategies for Immediate Action
The first step is to recognize that succession planning doesn’t need to be overwhelming. The process can be simplified into four essential steps:
Identify Critical Roles and Skills
Think about positions in your organization that are vital for operations. If the person in that role left tomorrow, would it disrupt your operations or the services you provide? Start by outlining these positions.
Evaluate Potential Successors
Who in your organization has the potential to grow into these roles? Look for high-performers who show commitment to learning, a passion for development, and a track record of success. Avoid the common pitfalls of selecting based purely on seniority or salary.
Develop Successors
Once potential successors are identified, evaluate their current skills and create personalized development plans. Use a combination of training, mentoring, job shadowing, and cross-training to close skill gaps and prepare them for future responsibilities.
Implement and Revisit Plans
Succession planning is not a one-and-done task. It’s an ongoing process. Ensure you periodically revisit and update your plans to align with changing priorities and conditions.
Your Succession Planning Checklist
To help your organization take action today, use this checklist as a guide:
The Time to Act Is Now
For public sector organizations, succession planning isn’t just about filling positions when someone leaves. It’s about protecting community services, maintaining organizational continuity, and ensuring sustainable leadership for tomorrow. By starting small and focusing on the actionable steps outlined above, your organization can reduce disruptions and build a more resilient workforce.
At Rehmann, we’re committed to supporting public sector organizations with practical strategies that produce measurable results. If you’d like to discuss improving your succession planning process or need further resources, we’re here to help. Visit us at www.rehmann.com or contact us at [email protected].
