The Evidence-Based LeadershipSM Framework creates the backbone for organizational success. The first two stages of the framework link intentionally building team capacity aligned to what is most important to accomplish in the succession plan. In the stage of identifying the measures that matter, leaders work with key stakeholders to define what success will look like. From here, leaders are responsible to develop their people to ensure staff members are prepared well to make the necessary changes, work together and achieve the desired outcomes.

The development plan for staff links the measures of organizational success to the skills, beliefs and capabilities team members need in order to achieve it. Success is realized when the strategies are executed and hardwired by skilled, committed staff members.

Core Improvement Principles
Service Excellence
Team Excellence
Always Actions
PDSA Cycles
All Employees Studer Education Coaches & Improvement Coaches  
Strategic Alignment
Evidence Based Leadership
Improvement Tools/Tactics
Balanced Score Card
Feedback & Roll Out
Culture of Service
Performance Excellence
Board, Leaders, Leadership Academy Studer Education Coaches  
Project Management
Decision Analysis
Lean Six Sigma; DMAIC
Leaders/Leadership Academy Advanced Training  
Shared Learning & Network Improvement Communities
Research on Improvement. Change and Systems
Leadership Teams Studer Education Convenings





Carnegie Foundation




The development plan below is an example of a training plan for all employees within a highly accomplished organization. It is the baseline for adult learning directly connected to the competencies and behaviors employees are evaluated on for individual and team success.

Improvement Development Plan

Success isn’t accidental. Intentionally assessing the capabilities needed and hardwiring the learning opportunities builds competence, sustains personal commitment and positions the organization to produce strong results.

In the end, everyone thrives.

“Growing other leaders from the ranks isn’t just the duty of the leader, it’s an obligation.”
– Warren Benni[

Components of a Succession Plan:

  1. Position description and core job responsibilities
  2. Unique certifications required or desired
  3. Team members currently in the role and a risk assessment
  4. Eligible and aspiring internal and external candidates
  5. Development plan for aspiring leaders
  6. Year-at-a Glance outlining key job responsibilities
pingbacks / trackbacks

Leave a Reply

Start typing and press Enter to search