--- title: How to identify critical positions for succession intelligence description: How do you identify critical positions for succession planning? Remember to look beyond your leaders and see which expert or specialist roles are also critical to your organisation and, if vacant, would prompt a business risk. Understand how to identify key positions for succession planning. image: https://blog.head-light.co.uk/hubfs/Imported_Blog_Media/shutterstock_1276205272-2-1.jpg --- [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) - [About Us](https://head-light.co.uk/what-makes-head-light-different/) ### [Our Clients Our clients come from industry, justice, government and not for profit sectors.](https://head-light.co.uk/our-clients/) ### [Case Studies Find out what people have said about Head Light and how we have helped.](https://blog.head-light.co.uk/case-studies) ### [Client Charter We like to be clear and upfront in how we work – and how we won’t work. Our Client Charter sets this out.](https://head-light.co.uk/client-charter/) ### [Consulting Partners When you partner with another organisation to deliver services to your clients, your reputation and future business success rests on your Partner’s ability and commitment to make it happen.](https://head-light.co.uk/consulting-partners/) ### [Our Location Head Light is based in Ascot, if you visit us with an electric vehicle, then you can have a free charge on us!](https://head-light.co.uk/contact-us/) ### [About Head Light Head Light helps public sector and regulated organisations turn workforce signals into intelligence about capability, readiness and risk. We are recognised in the Fosway 9-Grid™ for Talent & People Success and have supported customers for 20 years.](https://head-light.co.uk/what-makes-head-light-different/) - [Workforce Capability Intelligence](https://head-light.co.uk/workforce-intelligence-platform/) ### [Workforce Signals Surfacing the evidence layer that turns workforce data into intelligence.  ](https://head-light.co.uk/workforce-intelligence-platform/) ### [Capability Intelligence Understanding workforce capability across your organisation.](https://head-light.co.uk/workforce-intelligence-platform/capability-intelligence/) ### [Workforce Readiness Tracking organisational readiness in real time.](https://head-light.co.uk/workforce-intelligence-platform/workforce-readiness/) ### [Succession Intelligence Understanding leadership continuity and succession risk.](https://head-light.co.uk/workforce-intelligence-platform/succession-intelligence/) ### [Workforce Risk Identifying workforce capability risk before it becomes operational risk.](https://head-light.co.uk/workforce-intelligence-platform/workforce-risk/) ### [Organisational Insight Understanding workforce sentiment and organisational confidence.](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [Products](https://head-light.co.uk/products-overview/) ### [Talent 360 360-degree feedback software - spot potential, pinpoint development focus, embed recognition.](https://head-light.co.uk/products-overview/talent-360/) ### [Talent Performance Embedding a culture of performance conversation and recognition.](https://head-light.co.uk/products-overview/talent-performance/) ### [Talent Navigator Individual career ownership through career path mapping.](https://head-light.co.uk/products-overview/talent-navigator/) ### [Talent Successor Succession planning software: providing a strategic line of sight.](https://head-light.co.uk/products-overview/talent-successor/) ### [Talent SafeGuard Skills management: by the individual and for the individual.](https://head-light.co.uk/products-overview/talent-safeguard/) ### [Talent En-Gauge Plan and take action to strengthen employee engagement.](https://head-light.co.uk/products-overview/talent-en-gauge/) ### [Talent Advance Keep track of goal planning.](https://head-light.co.uk/products-overview/talent-advance/) - [Consultancy & Training](https://head-light.co.uk/consultancy-training/) ### [Design a Skills or Competency Framework Get a skills or competency framework right for your organisation and your talent management practices make a real and lasting contribution.](https://head-light.co.uk/designing-your-competency-framework/) ### [360 and Performance Assessment Design We develop, test and validate bespoke assessments across all sectors, at every level of talent and every stage of talent management.](https://head-light.co.uk/assessment-design/) ### [Designing a Talent Management Strategy Do you have a Talent Management strategy? Do all your talent activities integrate, utilise the same language and align with your organisational strategy?](https://head-light.co.uk/talent-management-strategy/) ### [Talent Management for Managers Talent Management is not the sole domain of the HR or Learning & Development team. delivering your organisation’s people a strategy.](https://head-light.co.uk/talent-management-for-managers/) ### [Feedback Facilitator Training Investing in 360-degree feedback delivers little benefit if the review and feedback conversation is not handled properly.](https://head-light.co.uk/facilitator-training/) ### [Administrator Training Deploying a talent management software system successfully is not about luck. It requires robust and secure software, solid processes and great administrators.](https://head-light.co.uk/administrator-training/) - [Our Blog](https://blog.head-light.co.uk) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### [Blue Light User Group Sharing talent management best practice and collaborating on new features to the Talent platform.](https://head-light.co.uk/blue-light-user-group/) ### [Talent Management for Police 360, PDR and talent and succession planning for police officers and staff.](https://head-light.co.uk/talent-management-for-police-forces/) ### [Talent Management for Fire and Rescue Services 360, PDR and succession planning for fire and rescue services.](https://head-light.co.uk/talent-management-for-fire-and-rescue-services/) [TELL ME MORE](https://head-light.co.uk/contact-us/) # How to identify critical positions for succession intelligence --- ![shutterstock_1276205272-2-1](https://blog.head-light.co.uk/hs-fs/hubfs/Imported_Blog_Media/shutterstock_1276205272-2-1.jpg?width=300&height=200&name=shutterstock_1276205272-2-1.jpg)Succession intelligence provides information not only to inform succession planning but also provides a wider insight into workforce risk and workforce readiness. It requires a clear understanding about the current critical roles, those important for the future and the successor and leadership pipeline.  But how do you determine those critical positions?  ***Look beyond your ‘leaders’*** Critical posts are not just those leadership positions and you need to look beyond the management grades. Critical roles for succession planning also need to be those relating to customer interaction, or sales, or product development. Think about the expert or specialist roles that you have in the business - and the part they play in your overall business success. They may not be management roles, but may leave a gap in capability if vacant. ***Review the business strategy – and make sure you know what is needed*** Gather together any business strategy documents, reports and presentations and understand the key elements for the delivery of the strategy in the coming years. Do any departments, teams or roles stand out when you consider what the company is prioritising in the near future? This may identify skills or role gaps which the organisation needs to fill and then subsequently create succession plans for, but looking at the strategic priorities is a good way to identify critical positions, skills and functions. ***Survey the market*** Ask yourself: are there any professions, skills or specialisms which are in short supply at the moment?  Which positions are you currently finding it hard to fill due to a lack of available external talent? Which positions are difficult to fill generally – either externally or internally? Examining the current supply of talent to your industry – and even from outside it – is a useful way of highlighting those roles which create a recruitment nightmare if they became vacant. ***Look at present L&D demands*** What are the skills more frequently addressed than others in L&D? Are these critical or base skills? If they are critical skills, where do they feature in an organisation and does that imply a critical role? See if you can find a Consolidated Development Goals Analytic in your performance review software. This will show you the most commonly developed areas - and where in the organisation these gaps reside. ![Consolidated-Development-Goals](https://blog.head-light.co.uk/hs-fs/hubfs/Imported_Blog_Media/Consolidated-Development-Goals-1.jpg?width=598&name=Consolidated-Development-Goals-1.jpg) ***Check the org chart is up to date*** May sound obvious but org charts are not always up-to-date - and they may not always make sense - but if you have a workable organisation chart this will help flag the critical posts. Are there roles at which multiple reporting lines converge? What dependencies are there on the roles shown? Are there lots of dotted lines which might indicate subject-matter expertise, professional leadership or critical project management? A practical tip. Cover a role up and ask yourself what the impact on performance and strategy delivery would be if this role was left vacant for more than a couple of weeks.  ***Spot skill combinations*** Finally, once you believe you know which roles are critical, take a look at the skills deployed in those skills and look for common combinations across these roles. Then see if you can find other roles or even people that have the same combination.  Once you have identified your critical positions, you will want to [add these to your succession plan](https://info.head-light.co.uk/how-to-introduce-robust-succession-planning)and to understand the role these play in your workforce intelligence. *You may like to read more about how to [introduce succession planning.](https://info.head-light.co.uk/how-to-introduce-robust-succession-planning)And, if you want to read further, *re*quest our eBook – [The Ultimate Guide to Succession Planning.](https://info.head-light.co.uk/sign-up-succession-planning) * *When you're ready to talk about how we could support your succession plan strategy and the approach you choose to adopt - or just to see some succession planning examples, [do get it touch](https://head-light.co.uk/contact-us).* [Succession Planning](https://blog.head-light.co.uk/topic/succession-planning) ## Related posts ### [The Police Leadership Commission Report: What It Means for Your Force](https://blog.head-light.co.uk/police-leadership-commission-report-what-it-means-for-your-force) The Police Leadership Commission report sets a clear direction for policing - and it has immediate i... 23 Jul 2026 ### [Organisational Insight: evidence that organisations fail to use](https://blog.head-light.co.uk/organisational-insight-evidence-not-used) Organisational insight is one of the most underestimated assets available to HR and business leaders... 13 Jul 2026 ### [How your Workforce Intelligence platform turns data into signals](https://blog.head-light.co.uk/workforce-intelligence-platform-turns-data-into-signals) Every organisation generates data about its people continuously. Performance ratings, development ac... 13 Jul 2026 [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) [![Fosway-2025](https://blog.head-light.co.uk/hs-fs/hubfs/Fosway-2025-150x150.jpg?width=150&height=150&name=Fosway-2025-150x150.jpg)](https://blog.head-light.co.uk/news/head-light-fosway-grid-2025)   ### Useful Links - [Home](https://head-light.co.uk/) - [About](https://head-light.co.uk/what-makes-head-light-different/) - [Workforce Signals](https://head-light.co.uk/workforce-intelligence-platform/) - [Products](https://head-light.co.uk/products-overview/) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### Workforce Signals - [Capability Intelligence](https://head-light.co.uk/workforce-intelligence-platform/workforce-mobility/) - [Organisational Insight](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [Succession Intelligence](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [View All](https://head-light.co.uk/workforce-intelligence-platform/) ### Our Products - [Talent 360](https://head-light.co.uk/products-overview/talent-360/) - [Talent Performance](https://head-light.co.uk/products-overview/talent-performance/) - [Talent Navigator](https://head-light.co.uk/products-overview/talent-navigator/) - [View All](https://head-light.co.uk/products-overview/) ### Consultancy & Training - [Consultancy & Training Services](https://head-light.co.uk/consultancy-training/) - [Designing your competency framework](https://head-light.co.uk/designing-your-competency-framework/) - [360 and performance assessment design](https://head-light.co.uk/assessment-design/) ### Support - [Contact](https://head-light.co.uk/contact-us/) - [Blog](https://blog.head-light.co.uk) - [FAQs](https://head-light.co.uk/faqs/) - [Resources](https://head-light.co.uk/resources/) - [News](https://blog.head-light.co.uk/news)   Copyright © Head Light Ltd. All rights reserved. Company Number 05087004. **[ISMS Statement](https://blog.head-light.co.uk/news/head-light-retains-iso-27001-certification-audit-for-2025)** | [**Privacy Policy**](https://head-light.co.uk/wp-content/uploads/2024/10/PV01-HL-Privacy-Policy-v4.5-Website.pdf) | **[Terms](https://head-light.co.uk/stage/?page_id=253)** | [**ISMS Policy**](https://head-light.co.uk/wp-content/uploads/2019/12/ISMS-SIgned-2020.pdf)   Search Head Light This is a search field with an autosuggest feature attached. - There are no suggestions because the search field is empty. ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Head Light", "url" : "https://blog.head-light.co.uk/author/head-light" }, "dateModified" : "2026-07-17T14:07:08.326Z", "datePublished" : "2018-08-15T23:00:00.000Z", "headline" : "How to identify critical positions for succession intelligence", "image" : [ "https://blog.head-light.co.uk/hubfs/Imported_Blog_Media/shutterstock_1276205272-2-1.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.head-light.co.uk/blog/identify-critical-positions", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.head-light.co.uk/hubfs/Version%202%20(text%20without%20shadow)-%203x%20300.png" }, "name" : "Head Light" } } ```