One of your responsibilities as an IT leader is to have people ready to step into your job and other senior roles when you get promoted or move on to another company. However, only 25% of the world\u2019s top companies recognize the necessity of having a succession plan, according to the results of a study from business intelligence firm Cutting Edge Information.\u201cCEO succession planning is only the starting point for succession throughout the organization,\u201d Cutting Edge CEO\u00a0Jason Richardson says. \u201cIf a succession plan is implemented throughout all levels of the company, future positions are easier to fill in the long-run.\u201dCutting Edge\u2019s report, \u201cSuccession Planning For Results,\u201d focuses on innovative practices from more than 35 companies across 20 industries. Companies such as Dow Chemical, General Electric and Viant have developed solid strategies for building succession plans that support corporate goals.The 143-page report costs $995, but you can download an eight-page summary that includes sample metrics on succession planning as well as best practices from industry leaders. Go to https:\/\/www.cuttingedgeinfo.com\/FL52_Succession_Planning_For_Results\/Download.htm#bodyfor the download, which requires you to complete a registration form.And if it\u2019s less expensive advice you\u2019re after, a good place to start is\u00a0the Network World article, \u201cGrooming your successor.\u201d In it, you\u2019ll learn how IT executive are working with employees to identify future job opportunities within the company. (Find it at https:\/\/www.nwfusion.com\/you\/2002\/grooming.html).Here\u2019s an abbreviated version of the tips writer Mark Kindley offers in his article:* Get the CEO\u2019s commitment.* Ensure staff thinks about who can succeed them.* Establish well-defined job descriptions and identify the core competencies needed to perform them.* Enlist participation from the top performers.