LEADERSHIP
Evolving the Team
Succession Planning in a Fast-Moving Startup
Succession isn’t just for big companies—startups need to plan for unexpected exits and long-term continuity from day one.
TIME COMMITMENT
1 week setup; review twice yearly
Why This Matters
Prevents chaos during transitions
Identifies and develops future leaders early
Builds resilience and reduces founder dependency
Ensures long-term continuity for key roles
Increases team confidence in the company’s future
When to Focus On This
After hiring key functional leaders
When preparing for funding or founder transitions
After experiencing a critical team departure
How to Complete
Identify critical roles and risk points
Assess current and future internal talent
Define readiness criteria for each role
Build coaching or mentorship plans
Create documentation for transitions
Establish interim role plans
Revisit succession roadmap twice a year
Tools
Succession map template
Talent readiness matrix
Role continuity checklists
Deliverables
Succession plan by function
Emergency role coverage plan
Development plan for internal candidates
How to Measure Success
Speed of backfill or transitions
% of roles with identified successors
Leader development tracking
Team resilience during changes
Who Owns This
CEO + People function (or COO)
Board input may be relevant for exec roles
Get It Right
Start before you need it
Tie succession to development plans
Prepare documentation for critical roles
Identify leadership traits, not just job titles
Make it part of quarterly strategy reviews
Don't Make These Mistakes
Assuming people won’t leave
Choosing successors based only on tenure
Keeping succession plans informal
Not aligning successors with future needs
Skipping communication planning