✓ Why there’s renewed interest in succession. Contemporary succes- sion systems no longer think solely about the replacement of talent; they are also focused on developing the best employees possible. Potential outweighs current performance, and everyone gets involved in the assessment of talent.
✓ Who “owns” succession management? Best practice companies have three main groups that make succession management possible and successful — owners/champions, process owners, and implementers.
✓ Defining and identifying talent. What kind of talent does your company need? What does it look like? How can it be best developed and deployed?
✓ Linking succession to development. Why “rank and yank” employees when your company’s future might hinge on a late-blooming superstar?
✓ Measuring and ensuring long-term success. Successful succession man- agement systems measure their own record of identifying developmental opportunities and filling them with the right people at the right time.