Defined career paths, which will help the company recruit and retain better people. Very likely, the continuous input of ideas to improve the internal processes and procedures of the company, as well as the opportunities to improve the offerings and services of the company in the marketplace. Recognize that all companies do not have to follow the same path either in the overall situation or even for each individual. Each situation should be analyzed and optimized in terms of the company's needs and the individual's needs. In addition, there should be enough time allowed to groom the successors.
Time is the gift that good planning can bestow on the process.
Also, the successor and potential back-ups should be designated early in the process. Not only will this help the individuals involved, it will clarify the communication and help eliminate disappointment and possible departures of key candidates if they become disillusioned because they have not been informed they are being groomed for higher positions or if they feel they are not moving upward rapidly enough. Lack of a formal written plan for each key person or position. A rigid, inflexible plan NOT tailored to the needs and abilities of the personnel involved. Too superficial an approach, with the corresponding lack of real understanding of the procedures, processes and requirements of each area the individual is exposed to during the process.