Successors and readiness
Step 1 / 2·Who is a successor and how ready are they?
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Learning objectives — after this module you will:
- Identify potential successors from the talent pool
- Classify readiness: Ready Now / 1–2 years / 3+ years
- Assess gaps to plan successor development
Who is a successor and how ready are they?
Link talent review to succession and measure maturity.
Successors are chosen from the TALENT POOL (the Star/High-potential group from the 9-box) and from those whose capabilities fit the target position's role profile. For each critical position, the goal is to have at least 1–2 identified successors — and to know how READY they are.
Three readiness levels
| Level | Means | Action |
|---|---|---|
| READY NOW | Could take over immediately if the seat were empty today | Retain hard; give more opportunities so you don't lose them to a long wait |
| READY 1–2 YEARS | Needs a bit more experience/capability | Set a goal-driven development path, stretch assignments |
| READY 3+ YEARS | Potential but still far off | Long-term development; not the option for an urgent vacancy |
The gap between readiness and vacancy timing
The most dangerous point: the position will be vacant in 12 months (retirement) but the best successor is only 'Ready 3+ years'. This is when you must act now — accelerate development AND prepare an external-hire option in parallel.
Key takeaway: Successors from the talent pool; classify Ready Now / 1–2 / 3+ years; compare maturity to when the seat goes vacant.