Not having a succession plan in place can expose your organization to unnecessary risk, particularly when it comes to critical roles.

However, getting a system in place – and running it – puts you in direct path to some resistance to the idea of succession planning or changes to your established talent processes.

To prepare your organization for such change, be aware of what your succession planning team might face as you install your process –

Fear of the Unknown

Individuals in key roles may resist talking about succession, as it forces them to consider their exodus from the organization. To manage this, avoid talking about “worst-case scenarios” or the aftermath of their service. Keep successor discussions as neutral as possible, focusing on the process as a risk management exercise.

Reluctance to Allocate Resources

Succession planning requires resources, and buy-in from the top is key to recognizing it as a priority. A discussion about the vision and the talent required to achieve this can illustrate the importance of the program. Highlight the sustainability succession can bring to the organization.

Fear of Complications

Some see and feel that succession planning is intricate and may be too involved. While performance analysis, assessments and rigid development programs are indeed a key part of the process, solutions that take a lot of the emotion and subjectivity out of succession planning are available. Make technology an ally that assuage these fears.

Succession can be seen as complex, but it is a necessary process to have in place to ensure your organization thrives. Don’t let any of these barriers keep your organization from embracing the power of succession. Getting bogged down with these fears will only leave your organization at further risk.