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One good leader exits. Twice as many follow. When a high performing leader departs, voluntary turnover in that unit increases by an average of 2.2x over the following year. The effect compounds rather than settling. Most organizations treat this as a retention problem. It is a readiness problem. The same research found what actually contained the damage. It was not promoting from within. It was appointing someone who had already held the role. Names in boxes are not a succession plan. Assessed, developed successors are. If you cannot say today who is genuinely ready for your ten most critical roles, you are carrying an unpriced risk. Source: Li, Hausknecht & Dragoni, Organization Science (2020)

One good leader exits. Twice as many follow. When a high performing leader departs, voluntary turnover in that unit increases by an average of 2.2x over the following year. The effect compounds rather than settling. Most organizations treat this as a retention problem. It is a readiness problem. The same research found what actually contained the damage. It was not promoting from within. It was appointing someone who had already held the role. Names in boxes are not a succession plan. Assessed, developed successors are. If you cannot say today who is genuinely ready for your ten most critical roles, you are carrying an unpriced risk. Source: Li, Hausknecht & Dragoni, Organization Science (2020)

A high performer walks out the door. Within a year, their team's turnover more than doubles. Most leaders call this bad luck, or a retention miss. But it's what happens when the root problem was never addresses. Swipe through

How to put together and execute on a succession plan? That is one of the questions we are putting to two talent leaders on September 30. Helen Hibberd is Group Head of Talent & Development at FirstGroup. Nauman Janjua is Director of People Growth & Development at Vinted. Both are experts on the topic. We will cover integrating succession planning into talent strategy, managing priorities, involving key stakeholders, and getting development resources and timing right. Megan Rose, our Director of Customer Success, is hosting. Wednesday, September 30 8:00am PDT | 11:00am EDT | 4:00pm BST 45 minutes, including live Q&A Registration link in the comments. One question while you are here: what stage is succession planning at in your organization? Curious where people actually are with this. #successionplanning #talentmanagement #hr #peopleandculture #leadershipdevelopment #talentdevelopment

Succession planning rarely loses an argument. It loses a calendar. How two talent leaders keep theirs moving.

Bench strength built in months, not years. The largest specialist trade merchant in the UK had a familiar problem: senior roles were opening up, and there was no obvious internal successor ready to fill them. In 12 months of working with Sama, they promoted 40% of their people internally. Turning "maybe someday" candidates into leaders ready for the executive seat the moment it opened. This isn't a hiring story. It's a readiness story. See what it looks like when succession planning actually works. Strong bench strength built in months, not years.