The Importance of Succession Planning
Succession planning isn’t just for massive corporations or royal families—it’s a critical strategy for any business that wants to stick around for the long haul. Whether you’re a scrappy startup or a well-established company, having a plan for “what’s next” when leaders move on or move up is essential.
Now we’re going to let you in on a little secret: investing in individual coaching can be one of the most powerful tools in your succession toolkit. While process documents have their place, one-on-one coaching cuts to the core of personal and professional growth, helping emerging leaders uncover their potential and (literally) rise to the occasion.
Identifying High-Potential Employees
Not everyone in your company is on the fast track to the C-suite, and that’s okay. The trick is identifying high-potential employees—those who show initiative, adaptability and a natural spark for leadership (even if they don’t see it in themselves yet).
HR leaders and business owners can collaborate to spot these diamonds in the rough through performance reviews, manager feedback and even psychometric assessments. Once you’ve identified your future MVPs, coaching becomes the bridge between “great employee” and “future leader.”
One-on-one coaching creates a safe space for these rising stars to explore strengths and gaps, ask questions and build leadership confidence without outside pressure. It’s personalized and incredibly effective.
Coaching Programs for Leadership Development
Let’s be honest, leadership development can be hit or miss. Slideshow-heavy workshops and generic webinars rarely make a lasting impact. Coaching, on the other hand, sticks.
Here’s how to make it count:
- Find the perfect match. Much like the therapeutic alliance in counselling, matching with a coach who understands their client inside-out (from their industry to their communication style) can make a huge impact on results. At Arcora, we know how important this is and have built a sophisticated, proven matching program that delivers solid client-coach matches, and offer our clients the ability to rematch when the fit isn’t quite right.
- Set clear objectives. Whether it’s enhancing strategic thinking or mastering delegation, focus each session on specific, actionable goals.
- Be consistent. One-and-done coaching won’t move the needle. Regular sessions over months build momentum and deepen insights.
When done well, coaching supports more than just professional growth. It also strengthens emotional intelligence (EQ), decision-making and confidence. It’s not just about preparing for a role—it’s about evolving into the kind of leader who thrives in it.
Measuring the Success of Succession Initiatives
We get it, HR and business owners love data. So how do you know your coaching-powered succession planning is actually working?
Start with simple KPIs:
- Are coached employees being promoted internally?
- Is leadership turnover decreasing?
- Are high-potential employees sticking around longer?
- Are managers reporting stronger bench strength on their teams?
You can also measure softer metrics: employee engagement, self-reported leadership confidence and feedback from peers or direct reports. When you start seeing future leaders stepping up, taking ownership and aligning with your company’s long-term vision, you’ll know your strategy’s paying off.
Coaching is the Ultimate Move for Long-Term Success
Succession planning without coaching is like giving someone a map without a compass. Sure, they’ve got direction, but they have no way to navigate the terrain. By integrating coaching into succession planning, organizations can ensure a smoother transition and maintain continuity in leadership.
To build your own coaching-powered succession strategy, reach out to our sales team to learn more about our Workplace Coaching Solution! We’re always ready to talk about organizational goals and help you find (or become!) the next generation of great leaders.
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