Succession planning is all about taking a step back from the board composition as it currently stands and seeing it for what it could be. A number of questions should be asked. For example, does the board have the right skills and experience to oversee the organisation in light of its future strategy? Could it have more impact on the organisation? Where are the improvement opportunities? The nomination committee is the key to identifying and seizing these opportunities, as well as managing the sensitivities around the process.