Where do I sit on the succession plan?

Posted by Sarah Hobbs

Most companies have some kind of formal or informal succession plan or process for planning who will move where in the future. Knowing where you sit on the succession plan – and being able to improve your position on it – is a great way to drive your career forward.

Here are the four things you can do to use succession plans to your advantage.

1. Understand the game. Find out about the formal succession planning process that is used by your organisation. Speak to your manager, or if you know them your HR team, and ask some questions. Note that you should think carefully about asking someone about succession plans if you don’t know them – it may not create the right perception! Take some time to find out about the process, when in the year it happens, and who is involved. There are two positive outcomes from having an open talk about succession planning. First, it’s useful to the organisation if you’re proactive in talking about your career plans and ambitions. And second, if you understand the succession planning process, you can understand how to use that process for your own benefit. There’s nothing wrong with having a quiet conversation about your desire to stay with the organisation and contribute more, and how you’d like to make that contribution.


2. Make sure people know what you’re looking for. We’ve talked about this before, but have you made people aware that you’re interested in moving on with your career, and the types of projects and roles that would be of interest? Naturally you’ll need to be sensitive about this as in some organisations the outcome of succession planning is very confidential – but remember you’re not asking about where you sit on the succession plan. Instead, your aim should be to feed the people who are concerned with succession planning with the information you would like them to know and take into account.
   
   Also, talk to your boss about what it’s realistic for you to achieve within the current succession planning processes, and whether there are any development issues that have held you back as being seen as a successor in the past. The days of the smoke-filled rooms where decisions are made based on favourites and politics are gone – it’s a much more open process nowadays, that you can get actively involved with.


3. Know who’s in your corner. Does your manager’s manager know you? Do they have a positive view of you? How do people in HR experience you? Note that people often don’t tell you that you are seen as being the person who constantly bears bad news, or can be relied on to raise issues and problems, or that people worry about how you might appear to a client. But if you lead up to this positively, and ask people to do you the favour of telling them both the good and bad aspects of your reputation, they will likely tell you. You need to take the lead! If senior managers have never heard of you or have some doubts about you, then the chances are that you’re not going to get very far in terms of the succession plan. In this case your focus will be on building a positive relationship and reputation with people involved in the succession plan, and removing any doubts.


4. Have the right attitude. Some managers hate discussing succession planning because they’re worried about the effect it’s going to have on your level of expectation. They’re worried that if they tell you where you sit, you’re going to think it’s a done deal and take your foot off the gas, or become demanding – “Where’s my promotion?”. You know you don’t think that, but you need to actively demonstrate that you have the right attitude when discussing succession planning. Remain humble and grounded to show that you recognise that you haven’t been given a golden ticket, but that you know there’s an opportunity if you continue to work hard for it.

The Takeaway
Being seen as a potential successor for higher roles, with your name on a succession plan, can be incredibly helpful from a career progression point of view. Having your name mentioned and discussed can never be harmful! Be aware that you may be seen as one of a ‘talent pool’; a potential successor for more than one role with various possibilities to progress. Take the initiative to manage your relationships and personal brand to ensure that your own view of your career and the organisation’s view are closely aligned. This will ensure that you are more likely to get great opportunities that really interest you.