Succession planning
Who takes over when someone leaves your organisation? Lianova connects planned exits with concrete succession requirements. Compare possible successors, spot development needs, and plan preparation in the time that remains.
Succession example
Fictional example · Simplified view
01 · Exit in view
Paul is responsible for people development. His exit is set; succession is still open. In Lianova you see which role must be filled and how much time remains for preparation. That lets you look at possible successors early and align their development with the planned transition.
Responsibility for people development
02 · Define requirements
Define which tasks the successor should take on and which capabilities are required at which level. The previous holder’s captured profile can serve as a basis. For Paul’s succession, the example looks at four requirements: clarify development needs, advise leaders, develop training concepts, and develop competency models further.
Paul’s captured profile can serve as a basis — not every trait becomes a binding requirement automatically.
03 · Review the succession pool
Lianova matches possible successors with the defined requirements. In the pool you see which capabilities are already covered and where development is still needed. In the example, Mara reaches the target level for advising leaders. Nora brings the required strength in developing training concepts. The comparison makes their different starting points visible.
04 · Prepare succession
In the example, Mara is prepared for succession. For training concepts and developing competency models further, her captured level is still below the defined targets. From these skill gaps and the nine months until Paul’s exit, a development plan can be built. It links open requirements with concrete measures, practical tasks, and checkpoints to review progress.
Illustrative development plan
Open requirement → planned step → review
05 · Prepare the handover
Look at fit to the requirements and the assessment of a possible handover together. That keeps clear which prerequisites are already met and which preparation is still needed. In the example, Mara is selected for preparation. Her development plan is in place; two skill goals stay open for now. At the planned checkpoints you can judge whether preparation is enough or further steps are needed.
Development plan: planned
Discover how Lianova helps you compare possible successors and plan their preparation until the intended handover.
