8 min read

Building Tomorrow's Leaders: Skill Assessments in Succession Planning

Succession planning is about preparing people within your organisation to take on key roles before the need arises, ensuring smooth leadership transitions without disruption. RefHub’s skill assessments help identify talent, guide development, and support data-driven decisions so you can build a strong leadership pipeline based on readiness—not assumptions.

Someone has to take the reins—are you ready when the time comes?

That is the question succession planning asks. Not just once, but every time a senior leader retires, resigns, or moves on.

The real challenge? Finding the right people to step in. Not just anyone—but those who have the ability, potential, and readiness to take on more.

Succession planning is not about guessing who might do well one day. It is about preparing future leaders with purpose. In Australia, where workforce trends shift quickly and leadership shortages can sneak up on you, waiting is not an option.

RefHub can help you make smart, timely decisions based on skill—not assumptions. With our skill assessment tools, you can build a steady, reliable talent pipeline that supports the long game.

Let us walk you through how this works—plain and simple.

What Is Succession Planning?

Succession planning is the process of preparing people within your organisation to take on key roles in the future. It is about planning ahead so that leadership transitions do not turn into last-minute scrambles.

Think of it like passing a baton in a relay race. If you fumble the handoff, the whole team slows down. Succession planning helps you pass the baton smoothly—so your business keeps running strong.

Why You Need to Start Early

Too many companies wait until a resignation letter lands on their desk. By then, it is a bit late to ask, “Who is ready to step up?”

The smarter move is to prepare before the pressure hits. That way, when someone retires, takes leave, or moves on, you already have a short list.

Early planning helps you:

Avoid leadership gaps
Support staff who want to grow
Build organizational readiness
Keep morale high during transitions

You cannot pull a future leader out of thin air. But you can prepare someone to become one, with the right tools and support.

How Skill Assessments Support Succession Plans

Now for the nuts and bolts. Skill assessments are your flashlight in the dark. They shine a light on who is truly ready—and who still needs training.

These assessments look at both current ability and future potential. That means you can:

Identify hidden talent
Match people to future roles
Spot gaps before they become problems
Build development plans with direction

RefHub’s assessments give you data to make fair and accurate decisions. No more picking favourites. No more relying on gut feelings. You can learn more about the assessments we offer here: RefHub Assessments.

What Skills Should You Measure?

Not all leaders need the same skills. That said, there are a few common areas to measure when planning for future leadership:

1. Strategic Thinking
Can they see the big picture? Can they plan for more than just today?

2. Communication
Are they clear, persuasive, and easy to understand—especially under pressure?

3. Decision-Making
Do they weigh options carefully? Can they make choices and stand by them?

4. People Management
Can they guide teams, give feedback, and solve workplace problems?

5. Adaptability
Do they adjust well to change? Can they manage stress without passing it on?

Measuring these areas can show if someone is just good at their current job—or ready for something more.

Spotting Potential vs. Performance

One common mistake in succession planning is picking the person who performs best in their current job. That can backfire.

Why? Because being a great technician or solo performer is different from leading others.

This is where skill assessments help draw the line between what someone can do now and what they might be able to do later.

You are not just filling a chair. You are choosing someone who can shape the direction of your team, your department, or your business.

Building Your Talent Pipeline

Think of your talent pipeline as a waiting room for future leaders. But instead of sitting around flipping through magazines, they are learning, growing, and building the right skills.

With regular assessments and feedback, you can:

Move people into leadership development programs
Build personalised learning paths
Adjust succession plans as people grow
Create a bench of ready talent

This way, when a leadership role opens up, your first step is not a job ad. It is a call to someone already in your system.

The Role of Training and Development

Skill assessments do not just point out who is ready. They also help guide the people who are almost there.

Once you know where someone stands, you can:

Assign mentors
Set clear goals
Offer short courses or on-the-job experience
Give practice with decision-making and team leadership

It is not about rushing the process. It is about making the next step possible—when the time is right.

Avoiding Common Succession Pitfalls

Even with good intentions, succession planning can go off the rails. Here are some traps to avoid:

Assuming interest – Just because someone is skilled does not mean they want the job.

Skipping assessments – Picking leaders without skill checks is like choosing a pilot who has never flown.

Ignoring bias – Be careful not to favour people who “look” like leaders instead of those who have the right skills.

Waiting too long – If you wait until someone leaves, you are already behind.

Good planning starts with honest assessments. Skill gaps are not a bad thing—they are a starting point.

Why RefHub Is the Right Tool for the Job

At RefHub, we believe skill data should guide decisions—not guesswork. Our assessment tools support succession planning by showing you who is ready and who needs more time.

Whether you are a manager, a human resources specialist, or a business owner, our tools are built to help you plan ahead. The goal is not just to fill roles—it is to build leadership strength across your organisation.

Visit RefHub Assessments to see how we support your leadership pipeline with skill-based insights.

Take the First Step Today

Do not wait for a leadership gap to knock on your door. Start building your future leadership team now, with clear plans and solid skill data.

Visit RefHub Assessments to begin your succession planning journey. The right people may already be working with you. All you need is the right way to spot them.