Succession planning should always be done proactively vs. waiting for a role to be open or someone announces their retirement.
Meaning it starts from the moment you create a new role, even before you post it.
Clarity on your needs now and a look into the future helps you further define the role, the culture fit, the workforce planning itself.
Needs. Defined role now. Future role growth. Job characteristics. Job ad. Intentional alignment of person's behavioral hardwiring (now & future), plus workplace culture fit (now & future), proper on-boarding, continual forward feedback, development along the way (now & future) = succession planning vs. oops in gaps
