Human resource succession planning (HRSP) is "a deliberate and systematic effort by an organization to ensure critical personnel continuity in key positions and encourage individual advancement". Succession planning allows an organization to prepare for the absence, departure, death, retirement, or termination of an individual. It provides for continuity of culture and the evolution of necessary skills for an organization. For the National Association of Industrial and Technical Teachers Educators (NAITTE) as an environment consist of professionals, it is critical to ensure that the leadership possesses the desirable and appropriate "genetic bits" of both the needed skills and cultural norms that are positive to the stakeholders. In this article, the author explores the concept of applying the integrated task analysis and culture analysis modeled in the HRSP as an effective means of selecting the appropriate internal and external successor. Furthermore, the author proposes that it would be appropriate for the NAITTE organization to employ this process. Effective HRSP reduces turnover and increases the useful longevity of both leaders and other employees in organizations. This process addresses selecting individuals for future succession as well as maintaining current human resources and developing their future roles within the organization, whether these be educators, trainers, technologists, leaders, or managers. (Contains 1 figure.)