I partner with HRBPs and leaders to identify potential successors and assess who’s ready now, who’s close, and who needs more development. I then create targeted development plans to build readiness and track progress over time.
Not every role needs a succession plan, but the ones that would break the business if vacant absolutely do. I build critical role succession through five steps:
Determine which roles are essential to business continuity, strategic priorities, and future growth.
Establish the skills, competencies, experience, and capabilities required for success in each critical role.
Evaluate internal talent based on performance, potential, readiness, aspirations, and alignment with role requirements.
Build targeted development and retention strategies to strengthen successor readiness, protect critical talent, and reduce continuity risk.
Track bench strength, readiness, retention risk, and development progress as business and talent needs evolve.
