Succession Planning

Succession Planning That Builds Ready Leaders

Know who's ready now, who's close, and exactly what it takes to fill your most critical roles with confidence.

The Challenge

For many organizations, succession plans become lists of names rather than strategies for building readiness. Leaders may know who could step into a critical role, but lack clear development actions, ownership, and accountability to move successors from potential to ready. As a result, readiness gaps persist, near-ready leaders stall, and critical roles remain exposed. Effective succession planning should create a clear, data-grounded path from potential to readiness, with the actions and accountability to make it happen.

How LDW Helps

Define what success looks like in each critical role, with the capabilities and experiences successors need to build.
Assess potential successors against the requirements of the role, using multiple sources of evidence, including structured interviews, 360 feedback, and psychometric tools.
Map readiness across the pipeline so you can see your bench clearly.
Build targeted development plans that close the gap for near-ready successors and keep them engaged.
Support the transition itself with a targeted onboarding plan and executive coaching, so new leaders succeed in the seat.

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Questions We Help You Answer

Do we have credible successors for our most critical roles, and where are the biggest gaps?
How ready is each successor, and what specifically stands between them and the role?
What development moves will most effectively accelerate their readiness?
Who owns each readiness gap, and are we making measurable progress?

Succession Planning