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Succession Planning

Know Who's Ready Before the Seat Opens

Build leadership depth before a transition becomes urgent. Talent Ready combines talent, performance and readiness intelligence to show who is ready now, who could be ready next and where focused development can strengthen your future leadership bench.

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Succession Shouldn't Start With a Vacancy

Reactive succession planning starts too late.

Many organizations begin succession planning only when a leader announces a departure. By then, knowledge transfer is compressed, development time is limited and organizations may discover too late that potential successors are not ready.

Talent Ready turns succession into an ongoing discipline by giving leaders greater visibility into leadership talent and readiness across the organization.

See Your Leadership Bench Clearly

Talent Ready brings together: 

Natural Talent

What someone naturally brings to leadership

Performance

Evidence of how they are delivering today

Readiness

What is required for their next leadership opportunity

Development

Where focused coaching or experience can prepare them for what comes next

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From Readiness Insight to Action

  1. 1

    Identify

    See leadership talent across levels of the organization.

  2. 2

    Understand

    Differentiate who is ready now, who may be ready next and who may be suited for specialized advancement.

  3. 3

    Develop

    Build individualized development and coaching plans around natural talent and readiness needs.

  4. 4

    Sustain

    Create an active succession pipeline and begin knowledge transfer before critical transitions occur.

From Readiness Insight to Action

1. Identify

See leadership talent across levels of the organization.

2. Understand

Differentiate who is ready now, who may be ready next and who may be suited for specialized advancement.

3. Develop

Build individualized development and coaching plans around natural talent and readiness needs.

4. Sustain

Create an active succession pipeline and begin knowledge transfer before critical transitions occur.

Questions Every Leadership Team Should Be Able to Answer

  • Do you know who is ready now and who could be ready with focused development?
  • Can you see leadership talent across the organization, not only one level below a critical role?
  • Are succession decisions based on objective talent, performance and readiness data rather than tenure or familiarity?
  • Does every potential successor have an individualized development and coaching plan?

Don't Wait for a Vacancy to Discover Whether Your Leaders are Ready

Build greater visibility, stronger succession pipelines and individualized development around the leaders your future requires.