Recently, I had the pleasure of working with an executive team of a large non-profit, to design a process for succession planning and leadership development. This is an organization that has its eye on the future. They wanted to go beyond generating simple replacement lists and instead, take a closer look at defining the type of leadership they will need going forward. Naturally, this led to looking at their strategic goals, business plans, and shifts they expect to make over the next three to five years. Below is an outline of a 5-step process that we used. The questions guided our discussions, and we created worksheets to capture the answers.