In this paper, an attempt is made to examine the influence of effective planning of the process of succession on business agility. A questionnaire survey of five money deposit banks n Nigeria was carried out among 362 respondents and responses were ranked. Key position identification, competencies identification and potential candidate identification were used to represent succession planning. Multiple linear regression was used to test the effect of the variables representing succession planning on organisational business agility. It was found that merely identifying sensitive positions within an organisation may not necessarily influence its agility. In contrast, identifying potential candidate for sensitive positions based on specific skills and competencies of the individual both has significant impacts on business agility. This study suggests that considerable time should be spent on the proactive identifications of talents at all levels of the organisation, as this helps guide against organisational disruptions stemming from sudden death, retrenchment,  incapacitation, unplanned resignation or retirement of an executive.