Talent & development
Succession management
Reduce uncertainty around business-critical roles by identifying potential successors and the development they need. Distinguish high potential from strong professional performance before discussing readiness.
Discuss your succession prioritiesWho this is for
- HR and leadership teams planning succession for critical roles
- Organizations building talent pools and development priorities
When to start
- Key-person risk is concentrated in a few positions
- Talent reviews identify names but no evidence-based readiness plan
What you receive
- Criteria for critical roles and HiPo/HiPro identification
- A successor coverage and readiness matrix
- Individual development priorities and a review process
How we work
Define critical coverage
Agree role priorities, criteria and confidentiality boundaries.
Review talent evidence
Assess readiness and calibrate judgments with the leadership team.
Plan development
Assign development actions, owners and a cadence for refreshing coverage.
Your next step
Discuss your succession priorities
Tell us which roles create the greatest continuity risk and when your next talent review is planned.