A robust succession plan includes several key components:
1. Identification of Key Roles: Determine which positions are critical for the organization's success. 2. Competency Framework: Establish the skills, knowledge, and attributes required for key roles. 3. Development Plans: Create personalized development plans for potential leaders, including training programs, mentoring, and rotational assignments. 4. Monitoring and Evaluation: Regularly review and update the plan to ensure it remains relevant and effective.