A company should review its succession plan at least annually and update it whenever there is a major change in growth strategy, leadership structure, ownership, business performance, or key talent. Succession planning should not be a one-time document. It should be a living process that evolves as the business grows and as leaders develop.
For growing companies, succession planning should be connected to leadership readiness, development priorities, future-state org design, and external hiring needs. Strategic Talent Partners helps companies create succession strategies that are structured enough to deliver repeatable results and flexible enough to fit the company’s size, complexity, and growth stage.
