As you are aware, the senior level of the management will likely be retiring in the next three to five years. To continue effectively running the company by ensuring that those who replace the retiring team carry their duties competently there is urgent need of prioritizing succession planning. Succession planning needs to be done to ensure that the operations of the company are not interrupted now or in the future.

Succession is essential but equally challenging if not well managed. This is because the exercise has to be in line with the strategy of the company, so it takes time to identify staff who are competent enough to hold these positions. It is for this reason that I believe we have to plan for the upcoming succession adequately. Although the next level management is capable of carrying out the duties that they are allocated to, the top management is not a joke because they make vital decisions concerning the company. It is not easy to train talents and retain employees with excellent leadership skills so as the executive staff we have to strategize on measures that we will put in place to ensure that the succession is not only successful but also productive.

To effectively plan for the succession we should carry out training and development for all the staff who falls under the second senior level in the organization. The training program should be mainly on the leadership and decision making skills. By improving the capabilities of the internal staff, we will promote them to become leaders thereby cutting down succession expenses. Unplanned succession is expensive hence the necessity of prioritizing succession planning. You are welcomed to present your opinions on the strategies that we can adopt.

Thank you.

“Name”

VP, Human Resources

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