Project
Leadership assessment and succession
When to call
Three signs this is the project
The board has asked who would step in if a key leader left, and the answer was a pause.
A new sponsor or a new chief executive wants an independent read on the team before the plan is set.
Two leaders are carrying the company and everyone knows it, and nothing is written down about what happens if one of them stops.
What you get
Named deliverables, in the order they land
01
The leadership read
An independent assessment of each leader against the plan: strengths, gaps, and what would need to be true for them to carry the next stage.
02
The critical-role register
The roles the plan cannot survive without, who holds them, how long they have been there, and the exposure if they left.
03
Named successors
For each critical role, a ready successor or the plan to have one, with a date.
04
Development plans
For the leaders who stay and stretch: what to build, how, and how the board will see it.
05
The conversation with the board
One page the chief executive can present, and the discussion that goes with it.
How it runs
Five to eight weeks
- 1
Frame
Week 1
The plan, the roles that matter most, and what good looks like in each.
- 2
Assess
Weeks 2 to 5
Structured interviews, references where appropriate, and a calibration with the chief executive.
- 3
Decide and plan
Weeks 6 to 8
Successors named, development plans agreed, the board page written and delivered.
Tell us what is changing
Tell us where leadership assessment and succession stands today. You will leave with a clear read on the scope and what we would do first, whether or not you work with ScalePath.