The best practices in succession planning begin with great strategic planning. It is best when linked with review of operations, sales, marketing, finance and Research and Development. We illustrate how to incorporate well defined processes in staffing planning, retirement estimates; 360 feedback, performance planning and management, compensation review; individual training and development plans and affirmative action plans. Some sections are openly shared while others, such as our high potentials ranking are highly confidential. Interdivisional and regional sharing of talent is essential. Lateral moves are frequent to departments that are not well known to the incumbent prior to promotion.