ALIGN YOUR STRATEGY AND SUCCESSION PLAN Part of

Workbook

Consider your direct reports and other critical employees, and how they align against your strategic priorities.
Step 1. Enter your employee names and strategic priorities in the spaces provided.
Step 2. Rate your employees against those strategic priorities.
Step 3. Roll-up results by leader, by taking the average across all priorities and placing the results in the leader roll-up box. Then roll-up results
by strategic priority by taking the average across all employees and placing the results in the strategy roll-up box.

Employee Name 1 Employee Name 2 Employee Name 3 Employee Name 4 Employee Name 5

Strategy
Roll-Up

Strategic
Priority 1

Strategic
Priority 2

Strategic
Priority 3

Strategic
Priority 4

Strategic
Priority 5

Leader
Roll-Up

0 = Misaligned 1 = Little Alignment 2 = Some Alignment 3 = Aligned 4 = Highly Aligned

Source: CEB analysis.

© 2015 CEB. All rights reserved. HRFR4865715SYN

 6
IDENTIFY STRATEGIC TALENT RISKS Part of
Workbook

Consider your direct reports and other critical employees in your span of control, the criticality of their responsibilities, and the outlook for their
retention.
Step 1. First identify your direct reports and other critical positions.
Step 2. Place those employees or critical positions in the correct box based on their retention outlook and criticality.

Direct Reports and

RETENTION OUTLOOK
Other Critical Positions
Low Medium High

High
BUSINESS CRITICALITY

Retention: Based on their

compensation, future
career opportunities, and
favorable exposure to
senior managers, what Medium
is the likelihood that
this leader will stay with
the organization for 3–5
years?
Criticality: Based
on competence
requirements, significance
to key business processes, Low
and impact on customers,
revenue or productivity,
how critical is this leader's
role?
Source: CEB analysis.

© 2015 CEB. All rights reserved. HRFR4865715SYN

 7