Building a Succession Plan for Key Engineering Roles
Designed for Senior engineering managers at mid-sized tech firms facing imminent leadership turnover to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop in a tech company’s innovation lab. Attendees manage teams of highly specialized engineers; most have experienced sudden departures but lack a systematic way to prepare successors. They’re skeptical of ‘HR-driven’ frameworks and want actionable, peer-driven strategies.
Role Survival Map Challenge
Start with a brief story: 'Imagine your lead architect resigns tomorrow.' Teams quickly brainstorm which projects, decisions, or systems would be most at risk. They sketch a rough 'survival map' on a whiteboard or virtual canvas, marking urgent vulnerabilities. This jumpstarts curiosity about succession planning by revealing hidden dependencies.
Tap to view the full activity.
Why this works
Curiosity peaks when stakes feel real; mapping exposes gaps and energizes problem-solving, setting the stage for deeper learning.
Succession Myth True/False Blitz
Facilitator presents rapid-fire statements like, 'Succession planning is only for executives,' or 'Technical talent prefers anonymous pipelines.' Participants vote in chat or with colored cards, then discuss why each is myth or fact. Use real survey data and anecdotes to debunk misconceptions on-the-spot.
Tap to view the full activity.
Why this works
Confronting myths fosters critical thinking and encourages peer correction. Revealing misconceptions increases openness to new strategies.
Skill Gap Sticky Dots
Everyone gets colored sticky dots (or digital stickers) and reviews a sample skill matrix for a critical engineering role. Without pressure, participants place dots on gaps they feel are most pressing—for their teams or themselves. The visual cluster reveals shared concerns and priorities.
Tap to view the full activity.
Why this works
Low-pressure, anonymous participation encourages honest inputs and surfaces group consensus in a non-confrontational way.
Succession Speedstorm
Teams race against a timer (3 minutes) to list five unconventional ways to identify hidden technical talent—beyond performance reviews or manager recommendations. After the buzzer, groups share wild ideas, and facilitator awards points for originality and practicality. This energizes the room and uncovers novel approaches.
Tap to view the full activity.
Why this works
Timed brainstorming triggers creative adrenaline and increases engagement. Competition brings energy and spotlights diverse thinking.
The CTO's Dilemma Case
Present a real (anonymized) dilemma: A CTO faces losing two key engineers during a product launch. Teams analyze the scenario, debate the best succession steps, and present their recommendations. Facilitator shares actual outcome and lessons learned.
Tap to view the full activity.
Why this works
Anchoring in real-world dilemmas boosts relevance and invites practical decision-making. Debating options sharpens problem-solving.
Succession Story Snapshots
End with a personal connection: Ask each participant to share, in one sentence, a time when they either stepped into a key role unexpectedly or witnessed someone else doing so. These short stories are posted (physical board or virtual chat), creating a tapestry of lived experience.
Tap to view the full activity.
Why this works
Active reflection connects theory to personal history. Sharing stories increases emotional investment and embeds learning.
Sign up to unlock 3 more activities
Get the full pack, facilitation flow, and more ready-to-run ideas.