Succession planning for leaders: the ‘Sinners and Saints’ model

An essential process that prepares organisations for future leadership needs is succession planning. Or, what we talked about earlier: succession planning. The Sinners and Saints model, developed by Harvard’s Thomas DeLong, is a practical tool for evaluating potential leaders based on their fit with culture (ethical behaviour) and performance. Use of this model promotes a leadership culture focused on sustainable performance and business ethics. The model classifies (potential) leaders into four groups:

1. Alerts: individuals who can still grow significantly both ethically and in performance.
2. Stars: leaders with high ethical standards and strong performance.
3. Saints: leaders with high ethical standards but still growing in performance.
4. Sinners: leaders with strong performance but where ethical standards can improve.

How do you apply the model in your organization?

The first step in succession planning is to identify potential leaders. As an organization, you should conduct assessments and reviews to evaluate the ethics and performance of their employees. This can be done, for example, through performance reviews, 360-degree feedback and ethics audits. This provides good insights into the characteristics of leaders.

After potential leaders are identified and plotted in the model, it is up to senior management to offer targeted follow-up steps and/or programs depending on the outcome of the reviews.

• Alerts: follow intensive development programs or review for leadership positions.
• Stars: serve as mentors to others and role models within the organization.
• Saints: provide opportunities to improve their skills and performance, such as mentoring, challenging projects and leadership training.
• Sinners: encourage to reinforce ethical behavior, such as through ethics training and coaching.

Continuity and sustainability

For successful succession planning, continuity is essential. This means that the process must be implemented regularly, reviewed and adapted to changing circumstances. Embedding a culture of development and ethical leadership in the organization requires ongoing training, clear ethical guidelines and rewarding ethical behavior and performance.

Creating a leadership profile

Another crucial aspect is creating a leadership profile that fits your organization’s values and goals. This profile should reflect the characteristics of a “Star”: strong ethical standards and strong performance. This profile is the benchmark for both current and future leaders. In every organization, you can identify people who are role models and who are also consensus leaders.

Communication is key

Transparent communication about the process is essential to foster trust and acceptance. Employees need to understand how they will be evaluated and the criteria used to identify future leaders. This helps manage expectations and encourages employees to develop in line with organizational goals.

Feedback sessions

Regular feedback is necessary for the development of potential leaders. This can be done through formal evaluations and certainly informal feedback sessions. Feedback helps employees understand their strengths and areas for improvement and enables them to make targeted improvements.

Ethical leadership

Set and promote a good example. Top management acts as role models and will need to make it clear in word and gesture that ethical behavior is as important as performance. This can be done by discussing ethical dilemmas, celebrating successes achieved through ethical behavior, and making it clear that unethical behavior will not be tolerated. Regardless of performance.

Conclusion

Succession planning is a strategic imperative to sustainable success. The Sinners and Saints model provides a practical framework for evaluating and developing potential leaders based on ethics and performance. Through a structured succession process – focused on developing both ethical standards and performance levels – companies can ensure that they have competent, reliable and inspiring leaders. This leads to a positive work culture, a stronger reputation and ultimately sustainable success for the organization.

Are you applying this model within your organization and have you already managed to identify your potential leaders? Super. If you want to know more about this model or want to talk about concrete next steps, let us know and get in touch.