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
Partnered with leaders to identify successors for key roles, using the 9-box to plot performance against potential and get a clear, honest read on who was genuinely ready now, who was close, and who needed a different kind of support. Successors were documented within the HRIS for visibility and accountability, with readiness levels and development priorities tied directly to where each person landed on the grid. Recurring succession reviews tracked progress and kept everything aligned with evolving business needs.
Leadership transitions became more predictable, less disruptive, and more cost-effective.