Identify critical roles: Evaluate which positions have the highest impact on organizational continuity and performance.
Assess successor potential: Use qualitative metrics, leadership competency assessments, and performance data to determine readiness.
Development programs: Implement stretch assignments, mentoring, and targeted training programs to build the necessary skills for future leaders.
Focus on middle management: Target development efforts on critical “marzipan” layers of management, enhancing their upward mobility and readiness.
Continuous monitoring: Regularly assess the succession framework and integrate feedback to ensure alignment with current goals.
