What is a board succession planning policy?
A board succession policy outlines the process that boards and committees need to use for planning replacement board members, a board chair and executive directors. This can be because of an existing vacancy or proactive planning for the future vacancy of a position to ensure continuous operations.
There are several elements that go into creating a succession planning policy to make sure it’s effective, fair and aligns with your organization’s goals and objectives. In this article, we’ll cover everything you need to know about creating a succession planning policy, including:
- The significance of a board succession planning policy
- The steps to creating a succession planning policy
- Best practices for developing and implementing a succession planning policy
We’ll also share a succession planning policy template so your organization can ensure you have everything in place for the continued effectiveness of your board of directors.
Understanding the significance of a board succession planning policy
A board succession planning policy is the framework in place to make sure your board of directors can operate with minimal interruption when changes are made. The policy identifies, assesses and prepares successors so they can take on a key role on the board whenever a vacancy on the board opens, whether expected or unexpected. This enables the new board member to step into the role with no delays so the board can continue operations.
There are several points covered in a succession planning policy, including:
- The purpose and objectives
- Roles and responsibilities
- How to identify key roles
- How talent is assessed and developed
- Emergency and contingency plans
- Policy evaluation and updating timelines
- Confidentiality
Succession planning policies are important because they ensure leadership continuity, allowing seamless operations. The policy keeps the board and stakeholders aligned by showing a commitment to long-term growth. It’s vital for risk mitigation and ensures the effectiveness of the board of directors. The policy also helps the organization remain compliant with regulatory and governance requirements.
Looking to discover more about creating an effective board succession planning policy? Learn actionable insights and best practices in our guide to identifying and developing future board leaders.
Steps to creating a succession planning policy
There are several steps to creating a succession planning policy that must be covered to ensure it is comprehensive and allows for seamless operations during a role change:
1. Define the objectives: Outline the purpose of the policy so it can be crafted with the goals as the primary focus.
2. Identify critical roles: Understand which roles are essential to the organization’s success, such as directors and other key stakeholders.
3. Assess current talent: Identify the skills and performance of those currently in those roles, which you can do through appraisals, feedback and skills matrices.
4. Create a competency framework: Define the requirements for each role, including the skills and experience necessary to excel.
5. Create development plans: Outline how those entering each role can be mentored, trained and developed.
6. Establish timelines: Create clear timelines that have both short- and long-term goals.
7. Establish contingency plans: Prepare for unexpected departures by establishing interim successors to allow for continued operations.
8. Engage stakeholders: Make sure stakeholders across the organization are aligned, including leadership, HR and board members.
9. Write the policy: Create a formal document that contains everything
10. Share the policy: Share the policy with relevant stakeholders to ensure clarity and understanding.
11. Regularly update the policy: Set out a timeline for when the policy will be reviewed and updated to reflect changes to the business and market.
Succession planning policy template
Below is an example succession planning policy template your organization can use as a starting point for creating your own policy:
Succession Planning Policy
[Organization Name]
Introduction
At [organization], we recognize the importance of continuing our success and resilience by preparing for future leadership transitions. This Succession planning policy provides a structured framework for identifying, developing and appointing qualified successors for critical roles within the organization.
Potential successors for each key role are identified based on their experience, qualifications, skills and performance. The following candidates are included in the talent pipeline:
- Chief Executive Officer (CEO)
- Chief Financial Officer (CFO)
- Chief Operating Officer (COO)
- Head of Sales
- Head of Marketing
Assessment
To evaluate readiness for leadership roles, potential successors will undergo:
- Performance reviews: Comprehensive evaluation of work performance.
- Skills assessments: Measurement of critical competencies and expertise.
- Personality tests: Insights into leadership style and cultural fit.
Assessments will be conducted annually to identify skill gaps and development needs, ensuring candidates are well-prepared for future responsibilities.
Development
Customized development plans will be designed for potential successors to strengthen their capabilities. These plans may include:
- Leadership training programs
- Mentorship and coaching opportunities
- Stretch assignments to broaden experience
The development strategy will align with individual career goals and organizational needs.
The selection process
A designated selection committee will oversee the appointment of successors for key roles. This process will prioritize:
- Relevant qualifications and professional experience
- Demonstrated leadership abilities and readiness
- Alignment with organizational culture and values
The selection process will be transparent, equitable, and free from bias to ensure the best fit for the organization’s long-term success.
Communication
Succession planning will be communicated across leadership levels, including the board of directors and senior management. Their active support and commitment are vital to the policy’s success.
Review and update processes
To maintain effectiveness, this policy will be reviewed [annually/biannually].
Conclusion
[Organization] will implement a robust succession planning policy to ensure smooth leadership transitions and sustained growth. By proactively identifying and developing successors, we aim to build a resilient organization prepared for future challenges.
Best practices for developing and implementing a succession planning policy
To make sure your succession planning policy provides your business with the best course of action following changes to personnel in a key role, there are several best practices to consider when putting your document together. Here are several considerations so your document is as strong as it can be:
- Clear and comprehensive documentation: Ensure the succession planning policy is well-documented, outlining the purpose, scope, responsibilities, and processes involved.
- Have clear goals: The goals of the policy should clearly align with the overall goals of the organization and growth trajectory.
- Review regularly: Review each aspect of the policy periodically to make sure it remains up to date, considering not just potential candidates but key roles within your organization.
- Remain transparent: Be forthcoming with why candidates are suitable for the role and always be conscious of the organization’s diversity and inclusion objectives.
- Personalize training: A key part of a policy is to outline training and development goals, which should be personalized to every successor to ensure they have the skills and knowledge required for the business to succeed.
- Be confidential and open: Have a clear process in place for handling sensitive information, but make sure the policy is accessible and communicated to stakeholders.
- Integrate with performance management: Link succession planning with performance management to identify candidates for future roles and provide ongoing feedback.
Learn more about improving efficiencies at your organization
Effective succession planning is vital for any business. It ensures resilience and sustainability during times of change, which means minimal disruptions to operations.
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