Succession Planning in Small Providers and Multi-Site Organisations
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Succession planning is essential across all provider sizes, but the approach must reflect organisational scale, resources and governance arrangements. A single-model approach rarely works.
This article sits within Succession Planning and complements Workforce Planning.
Succession Planning in Small Providers
Smaller providers often rely on a small leadership team, making succession planning both more critical and more challenging.
Operational Risks
The loss of a single manager can destabilise the entire service if no contingency arrangements exist.
Effective Approaches
Small providers benefit from cross-skilling staff, shared leadership responsibilities and clear interim management plans.
Succession Planning in Multi-Site Organisations
Larger organisations must manage succession across multiple services while maintaining consistency and compliance.
Operational Examples
Multi-site providers often use talent pools, regional leadership roles and structured development programmes to ensure continuity.
Commissioner and Regulatory Expectations
Commissioners expect assurance that services remain stable regardless of provider size. Inspectors look for evidence that leadership risks are identified and managed.
Governance and Oversight
Clear documentation, board-level oversight and regular review ensure succession planning remains active rather than theoretical.
Choosing the Right Model
Effective succession planning reflects organisational reality, balancing ambition with capacity and risk.
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