My ultimate goal in this course is to change from the Silos of succession planning responsibility typically found in our organizations to a merging of functions, championed by the CEO and managed by the professionals in Human Resources.

In many organizations the people responsible for helping staff with their personal career development are not the same as the people who are responsible for creating and managing the company’s succession plan. In part this is because succession planning is often considered only for the office of the CEO, or if expanded, it includes those at the C level in the organization. Thus, the key players are only the responsible members of the Board of Directors and relevant -level staff.

On the other hand, career development and talent management are usually the province of the Human Resources Department. Often there is no communication between these different areas of the company.

What we are striving to create by this suggested marriage is a culture that creates an exciting high performance collaboration through openness, transparency, trust and communication at all levels of the organization. Examples of how this is managed in some organizations includes looking at the clearly defined career ladders in police, fire, and some government organizations.

In addition, we look at examples from small business, as well as how people related to the CEO are fast-tracked – this is called nepotism. Attention is paid to typical career development strategies and succession plans. And, finally we offer several examples of how this marriage could be created. Of course there are rules and regulations that must be followed including the laws of your state, city, and possibly even your union. Some of these are negotiable and some are not. There are so many variations as to how to develop individuals and prepare for the succession of the executive team that each organization will have to make their own decisions based on knowing what they can and cannot do legally and culturally. In this course, I'm going to focus on what I consider possibilities and hopefully best practices.

I share some ideas about helping staff with their professional development, ways to plan succession and then suggestions as to how to put them together so that employees and the company have the best possibility of achieving the best for both. Some of what I am suggesting is quite unconventional, so again I strongly suggest you find out what your organization, state, country, etc., will allow you to do. To the extent you are free to make changes, you will have some strategies for retaining the best of your employees and helping them to develop into management and up the chain of command to upper management.

Learning Objectives
  • Discover the importance of working with champions at the highest levels of their organization in order to get buy-in for change.
  • Explore how to develop several strategies for finding and fast-tracking key employees.
  • Recognize typical and atypical succession plans.
  • Explore how to develop your own marriage of career development and succession planning based on the needs and requirements of your own unique organization.
Last updated/reviewed: August 24, 2023

Included In Certifications

This course is included in the following Certification Programs:

29 CoursesMastering Management Certification

  1. Preventing Harassment, Abusive Behavior, Bullying, And Discrimination In the Workplace
  2. The Art and Science of Interviewing
  3. Investigating a Complaint of Inappropriate Behavior in The Workplace
  4. Understanding Our Unconscious Biases
  5. Americans With Disabilities Act (ADA) Management’s Role
  6. Management Providing Safety and Better Ergonomics
  7. Maintaining a Culture of Innovation and Creativity
  8. Managing Passive People
  9. Group Decision Making and Problem Solving
  10. Resolving Workplace Conflict
  11. Company Culture: Creating and Maintaining the Best
  12. Part I: Cultural and Behavioral Information for Business in an International – Global Environment
  13. Part II: Country Specific, Cultural, and Behavioral Information - Doing Business in a Global Environment
  14. Effective Time Management and Goal Setting/Delegation
  15. Culture: Inside the Company and Outside the Country
  16. Cognitive Styles (Styles of Thinking, Talking, Giving and Receiving Information)
  17. Finding Success with Teams Working Far Apart
  18. Change Management: The People Side
  19. Effective Workplace Negotiation and Persuasion
  20. Ethics and Attitude in the Workplace
  21. Creating Rewards and Recognitions that Get You What You Want to Achieve
  22. Onboarding: From Entry-Level to Senior Executive
  23. Marrying Career Development with Succession Planning
  24. Visibility Enhances Promotability
  25. Delegating Skills for Managers
  26. Assertiveness Skills for Executives, Managers and HR Professionals
  27. How EQ Helps Motivate Your Staff
  28. Effective Meeting Management for Leaders, Managers, and Facilitators
  29. Communication: A Two-Way Process
4 Reviews (23 ratings)


Anonymous Author
This course served as a great refresher highlighting the need for organizations to offer rewarding career and professional development opportunities to their workforce. I enjoyed the real-world examples ArLyne included throughout her presentation, particularly the In-N-Out Burgers approach to expansion.

Anonymous Author
I found this training very enlightening. It would be nice if more HR departments stepped up & took ownership and offered this at a lower level with in a company. However in the companies that I've worked for, there is more Fast Tracking then actually Succession Planning.

Anonymous Author
Another great course by ArLyne Diamond. I look forward to completing more. Thank you for being clear, concise and informative.

Anonymous Author
Excellent presentation. Thank you! Hope to see these practices more in real-world settings!

Course Complexity: Foundational

No Advanced Preparation or Prerequisites are needed for this course. 

Education Provider Information
Company: Illumeo, Inc., 75 East Santa Clara St., Suite 1215, San Jose, CA 95113
Contact: For more information regarding this course, including complaint and cancellation policies, please contact our offices at (408) 400- 3993 or send an e-mail to .
Instructor for this course
Course Syllabus
  Introduction to Marrying Career Development with Succession Planning00:42
  The Introduction 5:38
HR's Role and Rules & Regulations
  Human Resources Role 3:55
  Rules, Regulations, Conventions, and Laws 3:40
Marrying Career Development and Succession Plannin
  Career Development Typical Process 14:43
  Career Development (Continued)9:51
  Succession Planning12:31
  Marrying Career Development with Succession Planning17:40
  Course Summary 1:24
Continuous Play
  Marrying Career Development with Succession Planning Full Video1:10:05
  Slides: Marrying Career Development with Succession PlanningPDF
  Marrying Career Development with Succession Planning GlossaryPDF