How to use the Succession plan template

Start a board from it
Use this template opens a new Freero board with the Succession plan template on it (sign up free first). On a board you already have, open Templates in the toolbar and search for “Succession plan”.
Follow the instruction on the board
“Start with the roles that would hurt most to lose. Name real people, agree one development step for each, and review it twice a year.”
Fill in each part
- Table Columns: Key role · Held by · Risk of losing · Ready now · Ready in 1–2 years · Development step
- Keep it private How the plan is handled.
Bring your team and your agents
Invite people to the board or share a link, and work on it together live. The timer is in the top bar, private mode and voting in the board menu, and Claude or ChatGPT can join through Freero’s MCP server.

Work on it with an AI agent

Connect an assistant once and it works on the board with you, with your permissions: by default it reads and proposes, and people decide.

You ask: “Fill in the Succession plan board from these notes.”
What happens It reads the board, then proposes sticky notes for it. Nothing changes until someone on the board accepts them.
You ask: “Group what we wrote into themes and list the actions.”
What happens It proposes clusters with a title each and task cards for the actions, labelled with its name and yours.

Hiring plan
Plan the roles to hire this year: why each is needed now, when they start, the budget and who leads the search.
New hire first week
Plan a new colleague’s first five days so they meet the right people, get set up and do something real by Friday.
Manager onboarding checklist
Everything a manager does to onboard someone well, from before day one to the end of month three, as cards to move.
Compensation review
Prepare the yearly pay review: where each person sits in their pay band, the proposed rise and the reason, within the agreed budget.
Engagement survey actions
Turn an employee survey into a short list of actions: the themes, what people said, what you will change and who owns it.
Recognition programme
Design how your organisation says thank you: what gets recognised, who can recognise whom, how often, and how to keep it fair.