Protect continuity before a critical role becomes a crisis.

Leadership dependency is often invisible while the incumbent is performing well. We make the critical roles, concentrated knowledge and readiness gaps visible before a transition forces the issue.

• Critical role and dependency mapping
• Readiness assessment against the demands of the future role
• Internal and external options informed by evidence
• Development, exposure and retention actions
• Transition and contingency planning

A clearer view of leadership risk, credible options and the action required now. The result is continuity without panic and development investment with a defined purpose.

• Critical roles — which roles would stall delivery if vacated
• Readiness evidence — assessed against the role, not assumed from tenure
• Continuity — cover, development and knowledge transfer, each with an owner

• Names without evidence — can you show why each named successor is ready?
• Cover one deep — which critical roles have a single possible successor, or none?
• Readiness by tenure — is readiness judged on years served rather than demonstrated capability?
• A plan nobody tests — when did the board last test the plan against current risk?

• Stage 1 — Critical roles: identify the roles where a vacancy would stall delivery
• Stage 2 — Evidence: assess potential and readiness against each role’s requirements
• Stage 3 — Moderation: test the conclusions with your leadership through an agreed process
• Stage 4 — Continuity: agree development, cover and retention actions with owners

• A view of succession risk across your critical roles
• Readiness for each successor, with the evidence behind it
• Continuity and development actions with named owners