Succession planning is best described as:

• A. Evaluating Current Performance
• B. Identifying Likely Candidates for Future Openings
• C. Short-Term Recruiting Only
• D. Ignoring Potential for Leadership

Answer: (B)

Succession planning is about anticipating future leadership needs and preparing internal talent to fill critical roles. It focuses on identifying likely candidates who could step into key openings as they arise due to retirements, promotions, or organizational growth, and then actively developing them so they’re ready when the time comes. This builds a ready-now pipeline of capable leaders and helps the organization avoid leadership gaps.

While evaluating current performance is important for understanding how individuals are doing now, it doesn’t by itself address who will be ready for future openings. Short-term recruiting targets immediate vacancies rather than building a multi-year pipeline. Ignoring leadership potential defeats the purpose of continuity planning, which is why identifying likely future candidates is the best description.