Core Leadership Intelligence Library™ → Leadership Succession Planner™
PlannerLeadership Succession Planner™
Identify, develop and prepare future leaders through an evidence-based model.
Download the Full PDF →Overview
The Leadership Succession Planner™ enables organisations to identify, develop, benchmark and prepare future leaders through evidence-based assessment, continuous learning, and sustainable leadership development.
Rather than treating succession as replacing positions, the planner builds a continuous leadership pipeline based on capability, professionalism, adaptability and emotional intelligence — using a Nine-Box Leadership Intelligence Matrix to map performance against potential, and producing a Leadership Succession Index (LSI).
Why It Matters
Leadership succession is not about replacing individuals — it is about continuously developing organisational leadership capacity. Great organisations never depend on one exceptional leader; they create systems that develop many exceptional leaders, so a single departure never leaves a genuine capability gap.
When to Use It
- A key leader is approaching retirement, promotion or departure
- You want to identify high-potential talent before a vacancy forces the decision
- You're building a formal leadership development or high-potential programme
- You want an objective, structured alternative to informal "gut feel" succession decisions
Key Benefits
✓ A Leadership Succession Index (LSI) score
✓ A Nine-Box Leadership Intelligence Matrix
✓ AI-personalised leadership development pathways
✓ Executive succession dashboards and analytics
No standalone interactive version of this planner exists yet
The closest live interactive tool is the Talent Development Framework, which addresses closely related people-development ground.
Try the Talent Development Framework →Related Compass™ Domains
Related Sector Hubs
Related Workshop
HR Strategies for Sustainable Leadership Workshop →Frequently Asked Questions
What is the Leadership Succession Planner™?
It's a framework identifying, developing and preparing future leaders through an evidence-based model across 8 domains, using a Nine-Box Leadership Intelligence Matrix to map potential against readiness.
Is this only for large organisations?
No — even small teams benefit from identifying emerging leaders early rather than scrambling when a key person departs unexpectedly.
Who should use this planner?
HR and People leaders building a leadership pipeline, and any leader responsible for developing their own eventual successor.
Reflection Questions
Who on your team shows leadership potential that hasn't been formally developed?
If you departed tomorrow, how prepared is your organisation genuinely?
What's stopping you from starting a development conversation with a high-potential team member this week?
Next Recommended Resource
Meeting Effectiveness Playbook™
Developing future leaders often starts in the room — where meetings either build or waste their capability.
Explore Meeting Effectiveness Playbook →Continue with the Full Implementation Pack
Take this framework further with 8 interactive tools — a diagnostic, workbook, succession pipeline planner, and a structured 90-day roadmap.
Continue with the Full Implementation Pack →