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Succession Planning: strategies to ensure an effective transition in leadership
July 3, 2025
Succession Planning: strategies to ensure an effective transition in leadership
What would happen if a key figure in your team were to go missing tomorrow?
Many organisations do not have a clear answer to this question. Yet it is precisely on these occasions that the soundness of a management structure is measured. The Succession Planning in fact, today more than ever, it asserts itself as a crucial tool for cultivating internal potential and ensuring strategic continuity in an extremely dynamic market. Let's see together, therefore, how to move forward so as not to be caught unprepared.
Why Succession Planning is a Strategic Priority
According to the Board Index Italy 2024 by Spencer Stuart, only 59% of the top 100 listed companies have a succession plan for top management (including the Chief Executive Officer), and only the 16% has a structured medium- to long-term plan. These indices confirm that in addition to the 40% of companies do not even have an emergency planand the majority did not implement a comprehensive succession strategy in key roles. This fact takes on even more weight when we consider the current phenomenon of quiet quittingincreasing turnover among senior figures and the inevitable generational change.
An effective succession strategy in these cases makes it possible to:
- Mitigating the risk of operational interruptions
- Contrast the phenomena of Quiet Quitting and the Great Resignation
- Promoting internal mobility of high-potential talents (HiPo) disincentivising the risk of abandonment
- Supporting development paths customised by valuing people
- Food corporate culture by increasing the sense of belonging
The Key Elements of a Successful Succession Plan
Given the need to have a structured succession plan, both as a preventive measure and as a strategic lever to deal with generational change, let us look at the 5 fundamental steps to develop an effective plan:
- 1. Mapping critical positions: identify the key roles that have a direct impact on business performance and continuity. The priority is to understand which figures cannot be missing and which competencies represent strategic assets.
- 2. Evaluation of internal potential: analysing technical competences, soft skills and the readiness talents already present in the company, using tools data-driven and structured assessment processes.
- 3. Development PlanningDefining customised growth paths consistent with the organisation's long-term objectives, through mentoring, training and job rotation.
- 4. Continuous monitoring: the succession plan goes regularly updated according to the evolution of the strategic context, changes in key roles and the emergence of new talents or needs.
- 5. Technological supportAdopting digital platforms to ensure visibility, traceability and consistency throughout the process, facilitating collaboration between HR and management.
The Role of Technology: The HCMS Succession Planning Module
In the panorama of HR Tech solutions, the form Succession Planning of HCMS is characterised by its structured and data-driven approach, designed to accompany HR Director, HR Business Partner and IT Leader at every stage of the succession process.
With advanced functionalities, the module enables strategic and proactive management of leadership transitions:
- Talent Matrix dynamics to analyse internal candidates according to performance and potential.
- Interactive dashboards to monitor readiness scores in real time.
- Automated workflows to simplify validations, approvals and notifications.
- Hierarchies of succession clear and configurable to ensure transparency and continuity.
These features are designed to concretely support the execution of each key step of a coherent, effective and data-driven succession plan.
Succession Planning: Technology and Culture for Future Leadership
The HCMS Succession Planning module therefore represents, a best practice to adopt to ensure a seamless transition of leadership, but technology alone is not enough.
A sound succession strategy is also based on:
- Involvement of top management: active C-level sponsorship ensures alignment with the company's strategic vision.
- Culture of transparency: a clear and participative process strengthens internal engagement and organisational trust.
- Targeted training: future leaders must be trained today, through paths that enhance empowerment, strategic vision and decision-making capacity.
The challenge of organisational continuity is not played out in the moment of urgency, but in preparation Investing today in a structured succession planning system means building the foundations for a more solid, competitive and resilient future.
If you want to transform the transition risk into a strategic opportunitycontact us for a customised session on the Succession Planning module of HCMS. The Alveria is ready to support you!
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What would happen if a key figure in your team were to go missing tomorrow?
Many organisations do not have a clear answer to this question. Yet it is precisely on these occasions that the soundness of a management structure is measured. The Succession Planning in fact, today more than ever, it asserts itself as a crucial tool for cultivating internal potential and ensuring strategic continuity in an extremely dynamic market. Let's see together, therefore, how to move forward so as not to be caught unprepared.
Why Succession Planning is a Strategic Priority
According to the Board Index Italy 2024 by Spencer Stuart, only 59% of the top 100 listed companies have a succession plan for top management (including the Chief Executive Officer), and only the 16% has a structured medium- to long-term plan. These indices confirm that in addition to the 40% of companies do not even have an emergency planand the majority did not implement a comprehensive succession strategy in key roles. This fact takes on even more weight when we consider the current phenomenon of quiet quittingincreasing turnover among senior figures and the inevitable generational change.
An effective succession strategy in these cases makes it possible to:
- Mitigating the risk of operational interruptions
- Contrast the phenomena of Quiet Quitting and the Great Resignation
- Promoting internal mobility of high-potential talents (HiPo) disincentivising the risk of abandonment
- Supporting development paths customised by valuing people
- Food corporate culture by increasing the sense of belonging
The Key Elements of a Successful Succession Plan
Given the need to have a structured succession plan, both as a preventive measure and as a strategic lever to deal with generational change, let us look at the 5 fundamental steps to develop an effective plan:
- 1. Mapping critical positions: identify the key roles that have a direct impact on business performance and continuity. The priority is to understand which figures cannot be missing and which competencies represent strategic assets.
- 2. Evaluation of internal potential: analysing technical competences, soft skills and the readiness talents already present in the company, using tools data-driven and structured assessment processes.
- 3. Development PlanningDefining customised growth paths consistent with the organisation's long-term objectives, through mentoring, training and job rotation.
- 4. Continuous monitoring: the succession plan goes regularly updated according to the evolution of the strategic context, changes in key roles and the emergence of new talents or needs.
- 5. Technological supportAdopting digital platforms to ensure visibility, traceability and consistency throughout the process, facilitating collaboration between HR and management.
The Role of Technology: The HCMS Succession Planning Module
In the panorama of HR Tech solutions, the form Succession Planning of HCMS is characterised by its structured and data-driven approach, designed to accompany HR Director, HR Business Partner and IT Leader at every stage of the succession process.
With advanced functionalities, the module enables strategic and proactive management of leadership transitions:
- Talent Matrix dynamics to analyse internal candidates according to performance and potential.
- Interactive dashboards to monitor readiness scores in real time.
- Automated workflows to simplify validations, approvals and notifications.
- Hierarchies of succession clear and configurable to ensure transparency and continuity.
These features are designed to concretely support the execution of each key step of a coherent, effective and data-driven succession plan.
Succession Planning: Technology and Culture for Future Leadership
The HCMS Succession Planning module therefore represents, a best practice to adopt to ensure a seamless transition of leadership, but technology alone is not enough.
A sound succession strategy is also based on:
- Involvement of top management: active C-level sponsorship ensures alignment with the company's strategic vision.
- Culture of transparency: a clear and participative process strengthens internal engagement and organisational trust.
- Targeted training: future leaders must be trained today, through paths that enhance empowerment, strategic vision and decision-making capacity.
The challenge of organisational continuity is not played out in the moment of urgency, but in preparation Investing today in a structured succession planning system means building the foundations for a more solid, competitive and resilient future.
If you want to transform the transition risk into a strategic opportunitycontact us for a customised session on the Succession Planning module of HCMS. The Alveria is ready to support you!