Succession Planning Training Quiz

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1Module 1

2Module 2

3Module 3

4Module 4

5Module 5

6Results

Module 1: Introduction to Succession Planning (9 Questions)

1. What is the definition of a leadership pipeline?

a) A mode of transportation only accessible to business leaders.

b) An organization’s procedure for building and maintaining their leadership bench.

c) The system of communication between business leaders.

2. Which of the following is NOT a sign of a strong leadership pipeline?

a) Strong leadership pipelines enable companies to promote from within.

b) Strong leadership pipelines are simple and consistent.

c) Strong leadership pipelines are kept confidential; they should only be known by management.

3. How are succession benches used in succession planning?

a) Succession benches are used to track the development of all succession candidates for a critical role.

b) Succession benches are used to organize the seating arrangement of business leaders at meetings.

c) Succession benches are used to list who can nominate potential candidates for succession.

4. Which of the following is NOT a quality of an effective succession planning process?

a) Ongoing.

b) Strategic.

c) Short term.

5. Which of the following is TRUE about succession planning and replacement hiring?

a) Replacement hiring is often mistaken for succession planning.

b) Succession planning consists of selecting the best successor available at the time when the vacancy arises.

c) Replacement hiring consists of a pro-active identification and development of succession candidates for each critical role.

6. External hires often face the following challenges, EXCEPT:

a) Lack of institutional knowledge.

b) Longer onboarding process.

c) Lower pay.

7. Which of the following is a common myth about succession planning?

a) Succession planning is HR’s job.

b) Succession planning is necessary for organizations of all sizes.

c) Succession planning is still relevant for family firms.

8. Succession planning can help organizations save money:

a) True

b) False

9. Why can a proper succession planning process be used to incorporate principles of diversity, equity, and inclusion (DEI) in an organization?

a) It can be used for marketing purposes.

b) It reduces bias by keeping hiring, development, and decisions about promotion objective.

c) It can be used to set parameters for required diversity in a leadership team.

Module 2: SIGMA’s Six-Step Succession Planning Process (6 Questions)

10. A critical role is:

a) A sales position that brings in over 5% of the company’s revenue.

b) A role that has a great impact on an organization’s performance and may be difficult to replace.

c) A role that requires specific education, training, or certification.

11. What is the purpose of a success profile?

a) To list the accomplishments required for performance to be considered a “success.”

b) To list an individual’s successes across their career.

c) To outline the education, experience, skills, and qualities required to be successful in a given role.

12. When nominating succession candidates, you should:

a) Consider everyone, even from other departments.

b) Consider everyone, but only within your department.

c) Consider only direct reports of the critical role.

13. Which of the following is NOT a benefit of using an assessment to evaluate talent?

a) Talent assessments are objective, which helps to remove personal bias.

b) Talent assessments are standardized, which makes it more efficient to replicate and scale.

c) Talent assessments are like tests in school, so people will be familiar with the process of completing them.

14. Talent development plans should be targeted at:

a) Helping succession candidates focus on the things they do well.

b) Developing the weakest competencies first.

c) Filling in the gaps between a candidate’s profile and the success profile for the critical role.

15. Which of the following is NOT a good metric for measuring progress on a succession plan?

a) Percentage of vacation days used.

b) Percentage of employees hired internally.

c) Average time spent in a critical role.

Module 3: Creating Your Own Succession Plan (6 Questions)

In the questions below, select the template that can be used at each stage of the six-step succession planning process:

16. Step 1: Identify Critical Roles

a) Critical Role Identification Questionnaire.

b) Succession Bench.

c) Success Profile™.

17. Step 2: Create Success Profiles

a) Talent Progress Scorecard.

b) Success Profile™.

c) Development Actions Form.

18. Step 3: Nominate Successors

a) Succession Candidate Nomination Survey.

b) Talent Progress Scorecard.

c) Critical Role Identification Questionnaire.

19. Step 4: Assess Talent

a) Succession Bench.

b) Candidate Profile Template.

c) Development Actions Form.

20. Step 5: Develop Talent

a) Development Actions Form.

b) Talent Progress Scorecard.

c) Success Profile™.

21. Step 6: Measure Progress

a) Critical Role Identification Questionnaire.

b) Succession Candidate Nomination Survey.

c) Talent Progress Scorecard

Module 4: Implementing Your Succession Plan (5 Questions)

22. What is a Succession Advisory Team (SAT)?

a) The team of leaders who will set succession goals, hold participants to timelines, and champion the succession plan throughout the organization.

b) The elders in an organization, who can be consulted for succession-related advice.

c) The team that advises HR on who to select as succession candidates for critical roles.

23. To which of the following audiences should an organization’s succession planning process be communicated first?

a) Succession candidates who will be involved in the succession planning process.

b) Upper management.

c) The leaders within the organization for whom succession plans will be created.

24. Which of the following is the final stage of progress in talent development?

a) Individual progress.

b) Program progress.

c) Organizational progress.

25. Employee satisfaction falls under which level of progress?

a) Individual progress.

b) Program progress.

c) Organizational progress.

26. Turnover rate and return on investment (ROI), are metrics that can be used to measure progress at which level:

a) Individual progress.

b) Program progress.

c) Organizational progress.

Module 5: Managing Succession Transitions (4 Questions)

27. What is knowledge transfer?

a) Explaining the company mission, vision, and values to new hires.

b) The sharing of knowledge by an incumbent to a successor.

c) Applying the knowledge learned in post-secondary education on the job.

28. Which of the following is NOT a common method of knowledge transfer?

a) Job shadowing.

b) Informational interviewing.

c) Pen pal letter writing.

29. Which of the following should NOT be included in a 30-60-90 Day Plan?

a) Dream jobs.

b) A 5-year vision for an individual, team, and organization.

c) Learning goals.

30. On a 30-60-90 Day Plan, learning goals may include knowledge-, skill-, or ability-related goals.

a) True.

b) False.

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