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Succession Planning Review

A Structured Approach to Evaluating

Team Readiness and Leadership Potential

Review · Evaluate · Develop · Plan

Step 1: Complete the Succession Review

Step 2: Plot Team on the 4-Block Grid

Tip: Have each team member complete this review before your succession planning discussion. Preparation leads to better conversations, more thoughtful evaluations, and stronger development plans.

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How to Use This Template

Six steps to prepare the review.

1

Distribute to Team Members

Give each team member a copy of the review form to complete before your succession planning discussion. Self-reflection leads to richer, more honest conversations.

2

Review Background and Experience

Have each person document their education, certifications, and relevant work experience from the past five years. This grounds the discussion in real qualifications.

3

Capture Key Accomplishments

Ask each team member to describe the leadership roles they are interested in and why they believe they are ready. Interest is as important as capability.

4

Identify Strengths and Growth Areas

Have each person reflect honestly on what they do well and where they need to develop. This helps leaders target coaching where it matters most.

5

Explore Future Interest

Ask each team member to describe the leadership roles they are interested in and why they believe they are ready. Interest is as important as capability.

6

Prepare for the 4-Block Discussion

Use the completed reviews to inform a more thoughtful succession planning conversation. Evidence replaces guesswork, and development plans become specific.

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Succession Planning Review

EMPLOYEE INFORMATION

Employee Name: ___________________________________

Current Position: _____________________________

Years with Org: ______

Direct Reports: ______

Indirect Reports: ______

Willingness to Relocate: Yes / No / Open to Discussion

Education, Degrees, and Certifications

  • List degrees, certifications, and specialized training
  • Include professional development programs completed

Key Accomplishments (Past 24 Months)

  • Describe your most significant contributions
  • Be specific about results and impact

Relevant Work Experience (Past 5 Years)

  • Summarize roles, responsibilities, and outcomes
  • Include cross-functional or leadership experience

Personal Strengths

  • Identify strengths that have contributed to your success
  • Include a brief explanation for each

Areas for Development

  • Identify areas where growth would strengthen your readiness
  • Include a brief explanation for each

Desired Next-Step Roles

  • Describe the leadership roles you are interested in
  • Explain why you believe you are ready for this step

Community Involvement

  • Key positions held, volunteer work, board memberships, and community activities

Notes

  • Other comments

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Succession Planning Review · EXAMPLE

EMPLOYEE INFORMATION

Employee Name: James Mitchell

Current Position: Regional Operations Supervisor

Years with Org: 6

Direct Reports: 8

Indirect Reports: 22

Willingness to Relocate: Yes

Education, Degrees, and Certifications

  • B.S. Business Administration, Portland State University
  • Lean Six Sigma Green Belt Certification
  • Leadership Development Certificate (internal program, 2023)

Key Accomplishments (Past 24 Months)

  • Led warehouse consolidation project saving $180K annually
  • Improved team retention from 72% to 91% over 18 months
  • Designed onboarding program now adopted company-wide

Relevant Work Experience (Past 5 Years)

  • Regional Operations Supervisor (3 years), managing 8 direct reports
  • Shift Lead (2 years), responsible for daily production targets
  • Project Lead for distribution center expansion (cross-functional)

Personal Strengths

  • Builds trust quickly with frontline teams through consistent follow-through
  • Strong at translating strategy into daily operational priorities
  • Calm, steady decision-maker during high-pressure periods

Areas for Development

  • Needs experience managing other supervisors (next-level leadership)
  • Could strengthen financial analysis and budgeting skills
  • Would benefit from leading a cross-functional initiative at the regional level

Desired Next-Step Roles

  • District Operations Manager
  • Has demonstrated success leading teams through complex operational changes
  • Believes broader scope would match current growth trajectory

Community Involvement

  • United Way campaign chair (2 years)
  • Youth sports coach, Cedar Hills Community League
  • Volunteer mentor, Portland State Business School career program
  • Always willing to participate in events after work hours and on weekends if available.

​

Notes

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What comes next?

Plot Team on the 4-Block Grid

Use the completed reviews to place each team member on the Performance vs. Potential grid. The reviews provide the evidence you need for a fair, thoughtful assessment.

Identify Development Priorities

For each person, define what specific experiences, coaching, or exposure would help them grow into their next role. The review makes those needs visible.

Have the Conversation

Share your observations with each team member. Ask about their goals, listen to their perspective, and build a development path together. Growth works best as a partnership.

Revisit Regularly

Succession planning is not a one-time event. Review the grid and update assessments at least twice a year. People grow, circumstances change, and your bench strength should reflect that.

Find additional tools, templates, and resources at:

www.Leadership-Tools.com