Succession management involves anticipating the strategic leadership needs of the corporation, from the C-Suite to pivotal emerging leadership positions, and identifying and developing a pipeline of high potential leaders to fill those needs. Succession planning is conducted from the perspective of the organization¿s interests as opposed to the career development goals of an individual employee. As any organization evolves and changes, there is a continuous need to translate the organization¿s strategic direction to a talent value proposition and move people into new positions and experiences that are aligned with this value proposition. Succession planning enables the organization to identify the right candidates for strategically significant positions and to help them successfully transition into these roles.