Succession Planning | Association of Corporate Counsel (ACC)

Defining and communicating criteria for assessing readiness for leadership positions that supports inclusive and equitable outcomes. Prioritizing diversity goals in identifying candidates for leadership positions.

Early

Clarity and transparency of standards being used to assess talent and readiness for leadership positions
Regular reviews of the criteria used to identify existing succession candidates
Not qualifying or disqualifying candidates based on arbitrary characteristics [link to clear criteria for the position]
Training of decision makers for succession planning on unconscious bias

Intermediate

Establish aspirational goals
Corporate policy is supplemented with Legal-specific tailoring that may include attention to representation of historically underrepresented individuals in rising ranks
Identifying high-potential diverse candidates and assigning sponsors for giving visibility into upcoming opportunities
Assessment of EQ as important as IQ and technical skills
Oversight of succession diversity data, led by HR (e.g., ready now, ready in short-term or medium-term, etc.)
Leadership program for high-potential succession candidates

Advanced

Inclusion of historically underrepresented individuals among candidates for succession is deliberate and target-driven
Building culture of agile succession consideration (flexible opportunity for other candidates that come into the running)
Formalized diversity succession goals