From Grids to Growth: Rethinking Succession Planning for the Future
- Jaya Kashyap
- May 8
- 3 min read
For years, many organisations have relied on tools like the 9-box grid to identify high-potential employees and chart career progression. While structured, these traditional methods often fall short in addressing the complexities of modern talent management.
The Pitfalls of Legacy Approaches
Many organisations find themselves grappling with common challenges, such as:
Rigid talent identification – Traditional models often fail to capture employees' changing motivations, engagement levels, and growth aspirations.
Limited career mobility – Succession planning often focuses on a linear path upwards, leaving out lateral moves or role shifts that may be beneficial.
Lack of agility – As business needs evolve, talent frameworks need to keep up, yet many organisations struggle to adapt quickly.
Missed engagement opportunities – Employees often feel left out of the process, leading to disengagement or attrition.
To overcome these challenges, organisations need a more dynamic, inclusive, and forward-thinking approach to succession planning.
A New Approach: Moving Beyond the 9-Box Grid
Rather than relying on a rigid talent framework, organisations can introduce a more flexible and purpose-driven approach to career development. One effective model is the 4 Career Stages Framework, which takes into account not just performance but also engagement, personal career aspirations, and the desire for change.
The 4 Career Stages Framework
This model categorises employees into four distinct career stages:
Thrive – Employees meeting expectations in their current role, with no immediate desire to stretch or shift.
Enable – Employees who may be in a new or changing role, struggling with motivation, or needing skill development.
Stretch – Employees consistently performing at a solid or high level, actively seeking new challenges.
Shift – High performers with a strong growth mindset, ready for significant role progression.
This framework acknowledges that career development is not always linear and that an employee’s needs may change over time. Crucially, each stage is equally valuable, ensuring that all employees receive the right support for their current career needs.
Learn how Informa moved beyond 9 Box Grid and what results they have achieved. Watch the webinar
Implementing a Modern Succession Planning Model
Shifting from a traditional model to a dynamic framework requires thoughtful implementation. Organisations looking to make this transition can take several key steps to ensure adoption and success:
1. Embedding the Framework Across the Organisation
Equip managers with the right resources and training to use the new framework effectively.
Create a library of development activities tailored to support employees at different career stages.
Align senior stakeholders, talent acquisition, and HR teams to ensure a unified approach to talent management.
Want to know which framework is best for your organisation? Read our blog
2. Empowering Managers to Have Meaningful Career Conversations
Encourage managers to discuss career aspirations openly with their teams.
Provide tools and guides to help managers assess not just performance but also motivation and engagement.
Actively involve employees in identifying their career stage, fostering ownership over their own development.
3. Ensuring Ongoing Flexibility and Adaptability
Unlike rigid frameworks, allow employees to move fluidly between career stages.
Support both lateral and vertical career movement to align with business needs and personal aspirations.
Keep the model simple and easy to use, ensuring accessibility for all employees.
Results and Lessons Learned
Organisations that shift to a more inclusive and flexible talent framework often experience several benefits:
Higher engagement and retention, as employees feel seen and supported in their career development.
More dynamic talent movement, with increased lateral shifts and cross-functional opportunities.
Improved succession planning effectiveness, ensuring that the right people are in the right roles at the right time.
The key lesson?
Succession planning must be adaptable to individuals' changing needs. Organisations that prioritise flexibility and employee involvement will see stronger long-term talent pipelines and a more engaged workforce.
What’s Next for Succession Planning?
As the world of work continues to evolve, talent strategies must follow suit. Companies that move beyond traditional grids and static frameworks will be better positioned to develop and retain top talent.
For organisations looking to rethink their own approach to succession planning, key takeaways include:
Prioritising flexibility in career progression models.
Considering both performance and engagement when assessing talent.
Empowering managers to have ongoing, meaningful career conversations.
Ensuring that all career stages are valued and supported.
By focusing on these principles, businesses can move from a rigid, outdated model to a dynamic, growth-oriented talent strategy.
At Esendia, we help organisations design and implement modern talent strategies that foster career growth and leadership development. If you’re looking to enhance your succession planning approach, let’s start a conversation.
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