Improving Succession Planning: Why it Feels like a Fire Drill and How to Fix It

In this episode, Dr. Shari Simpson talks with Megan Leasher, founder of Disruptive Journeys, about the challenges of succession planning in organizations. They discuss how to shift the perception of succession planning from a reactive process to a proactive strategy that involves all levels of the organization.

Listeners will learn practical steps to identify critical roles, engage employees in the process, and create a culture of shared responsibility for leadership development.

• Understand the difference between succession planning and replacement planning.

• Identify critical roles that impact organizational success.

• Implement a committee approach to succession planning.

• Normalize conversations about succession planning within teams.

• Develop a common language to discuss succession planning effectively.

00:00 -- Introduction to the episode and guest

00:30 -- Importance of proactive succession planning

01:05 -- Personal story that sparked passion for succession planning

02:25 -- Difference between succession planning and replacement planning

04:03 -- Basketball analogy for succession planning

05:14 -- Limitations of focusing on high-level positions

07:03 -- Identifying critical roles in organizations

08:49 -- Committee approach to succession planning

10:29 -- Peer recognition in succession planning

11:24 -- Overcoming ego and turf wars in leadership

12:43 -- Common language for succession planning discussions

14:02 -- HR's role versus business leaders' responsibilities

15:02 -- Engaging employees in succession planning

16:20 -- Handling employees who are not interested in advancement

18:05 -- Ensuring fairness and equity in succession planning

20:04 -- Final thoughts and actionable question for leaders

Guest: Megan Leasher, founder of Disruptive Journeys. She helps organizations strengthen leadership pipelines and develop intentional succession strategies. With extensive experience in leadership development, Megan focuses on creating proactive approaches to succession planning that involve all levels of an organization.

Keywords: succession planning, leadership development, employee engagement, critical roles, committee approach, organizational culture, skills development, HR responsibilities, workforce planning, talent management