Succession planning for critical positions with risk map
Structures the succession planning process with identification of key positions, talent bench, and contingency plans.
Create a succession plan that ensures business continuity in case of departure from critical position holders, identifying risks, developing successors, and keeping the pipeline updated.
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Prompt objective
Create a succession plan that ensures business continuity in case of departure from critical position holders, identifying risks, developing successors, and keeping the pipeline updated.
Real use case
WEG has an industrial director who has been with the company for 25 years and retires in 18 months. This person holds technical knowledge and client relationships that represent 40% of the business unit's revenue. No successor is prepared. A similar situation exists across 8 additional critical positions in different plants.
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Prompt
Create a succession planning process for [COMPANY NAME], in the [INDUSTRY] sector, with [NUMBER] employees, focusing on [LEVELS: executive, management, coordination, key specialists]. **Phase 1 — Critical position identification:** 1) **Criteria to classify as
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