Make sure the plan is doing what it was designed to do. This is one of the most important things to be mindful of for succession planning. Because you put so much detail and attention into the planning process, it is easy to feel like all of the work has already been done. The planning process alone is not the end. You must actually put the plan into action and monitor the employee development process.
What are the amounts of leadership positions being filled by internal candidates? What are the percentages? Do the ends justify the means? If that is not happening, find out where the plan is going wrong and adjust accordingly. Note where you originally started off, check the current status, and measure the outcomes. With this final tip in place, your succession planning will become a rewarding process with ongoing results that work for your company/agency.
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