Most companies get it wrong when assessing people for succession planning. They rely too much on current performance, thinking it guarantees future leadership success.
Spoiler: it doesn’t!
How do you assess potential for succession planning?
You need to look beyond what someone’s doing today and focus on their capacity to grow, adapt, and lead tomorrow. It’s not about filling a gap—it’s about building a future.
Let’s break down how to truly assess leadership potential, so you’re not left scrambling when it’s time for a change.
Focus on Leadership Qualities, Not Just Skills
When figuring out “How do you assess potential for succession planning?” it’s tempting to focus on skills. After all, skills can be measured and checked off a list. But here’s the catch: skills don’t guarantee leadership success.
True leaders are defined by qualities like vision, resilience, and emotional intelligence. You can teach someone a skill, but you can’t always teach them how to lead effectively.
Here’s what to prioritize:
- Vision: Can they see the bigger picture and align teams with it?
- Emotional intelligence: Do they understand and manage their own emotions and those of others?
- Adaptability: How well do they handle change and uncertainty?
Instead of just checking off technical competencies, focus on these leadership traits. A leader who can inspire, guide, and adapt is far more valuable for the future than someone with the best skills but no leadership instincts.
Evaluate Drive for Growth and Development
When asking, “How do you assess potential for succession planning?” the answer often lies in a candidate’s drive for growth.
Future leaders should have a natural hunger to develop and expand their skill set, not just maintain the status quo.
Here’s what to look for:
- Self-motivation: Do they take on new challenges without being prompted?
- Lifelong learning: Are they pursuing additional training or mentorship to grow?
- Curiosity: Do they consistently seek feedback and explore new ideas?
If a candidate shows these traits, they’re signaling a strong commitment to personal development.
Those who actively push their own growth are the ones who will continue evolving into bigger leadership roles. It’s not just about what they can do now, but about how eager they are to keep improving.
Without that drive, succession is just a title, not real leadership potential!
Test Problem-Solving and Decision-Making Skills
When answering the question, “How do you assess potential for succession planning?” one critical area is problem-solving and decision-making.
Leaders face pressure daily, and their ability to navigate tough situations is what sets them apart. It’s not just about making decisions—it’s about making the right ones under pressure.
For a demonstration, put candidates in a real-world scenario, like a sudden budget cut.
How do they respond?
Do they make snap decisions or think strategically about the long-term impact?
The goal is to assess not just their speed but their ability to weigh pros and cons effectively.
Look for:
- Strategic thinking: Do they focus on immediate solutions or think about long-term implications?
- Calm under pressure: How well do they handle stress when decisions need to be made quickly?
- Accountability: Do they own their choices, even when the outcome isn’t ideal?
Testing these skills in real situations gives you a clear picture of how they’ll handle leadership responsibilities in the future.
Measure Cultural Fit and Alignment with Company Values
When considering “How do you assess potential for succession planning?” one key factor is cultural fit and alignment with your company’s values. It’s not just about what they can do but how well they embody the principles that drive your business.
For example, if your company values innovation, does the candidate push boundaries and bring new ideas to the table?
Or, if teamwork is central, do they collaborate effectively or operate in silos?
A leader who doesn’t align with company values can disrupt the organization’s direction, no matter how skilled they are.
To measure cultural fit, ask:
- Do their actions reflect the company’s mission?
- Have they demonstrated commitment to core values in past roles?
- How do they approach teamwork, communication, and leadership in ways that align with company culture?
Leaders who align with your organization’s values will not only maintain continuity but also help drive its future success. Without that alignment, succession plans often fail.
Final Insight: A Forward-Looking Approach to Succession
The answer to the question, “How do you assess potential for succession planning? Lies in understanding that it’s about more than just filling roles—it’s about building a future.
Look for leadership qualities, growth mindset, problem-solving skills, and cultural alignment. These traits ensure your next leaders aren’t just placeholders but drivers of long-term success.
Assess wisely today, and you’ll secure your company’s leadership pipeline for years to come.
Why take my word for it? I’ve mastered what others are still figuring out.
I’m Paul van Eck. With over 30 years of experience at the Executive and C-Suite levels, I’ve seen firsthand what it takes to assess true leadership potential. I’ve done more than just talk about leadership—I’ve lived it. I understand how to identify the right talent, build high-performing teams, and secure long-term success.
When it comes to succession planning, talent acquisition, and leadership strategies, I’m not offering theories—I’m sharing what actually works in the real world.