No formal succession strategy existed for leadership roles. Vacancies were filled through external hiring or internal promotions without proper readiness, disrupting performance and increasing cost.
Leadership succession plans documented in partnership with business leaders
Clear readiness criteria and evaluation standards
Recurring succession reviews and governance processes
Targeted development plans for identified successors
Pipeline program for emerging leaders.
100% leadership role coverage
Successor readiness up from 30% to 60%
Less reliance on external hiring
I partnered with leaders to identify successors for critical roles, using the 9-box to assess performance and potential. This helped us determine who was ready now, who could be ready soon, and who needed additional development.
We documented successors in the HRIS, including readiness levels and development priorities based on their assessment.
Regular succession reviews helped us track progress, update development plans, and keep the succession pipeline aligned with changing business needs.
Leadership transitions became more predictable, less disruptive, and more cost-effective.