Many companies don’t think about leadership succession until they’re faced with an urgent vacancy. Then, they scramble to fill the role—often settling for who’s available instead of who’s best.
💡 The truth? Leadership transitions should never be a last-minute decision.
A strong leadership pipeline ensures you always have qualified, prepared, and motivated leaders ready to step up.
- It reduces the risk of leadership gaps that disrupt business.
- It strengthens retention by showing employees a clear growth path.
- It gives your company a competitive advantage by maintaining strong leadership at every level.
If you don’t want to be left scrambling when a key leader leaves, it’s time to start building and maintaining your leadership pipeline today.
Step 1: Identify Future Leaders Early
If you’re waiting for a leadership vacancy to start identifying potential leaders, you’re already behind.
What to Look for in Future Leaders:
✅ Strong performance in their current role
✅ Natural ability to influence, guide, or mentor others
✅ Problem-solving and decision-making skills
✅ Ability to handle responsibility and pressure
📌 Action Step: Use assessments like TTISI Talent Insights (DiSC + Driving Forces) to identify individuals with leadership potential before you need them.
Step 2: Develop a Clear Career Progression Plan
If employees can’t see a clear path to leadership, they’ll leave for companies that provide one.
How to Create Career Progression Clarity:
- Outline specific leadership paths (e.g., sales rep → sales manager → VP of Sales).
- Set milestones employees need to reach for leadership consideration.
- Communicate openly about leadership opportunities within the company.
📌 Action Step: Provide each employee with a Leadership Growth Plan tailored to their skills and goals.
Step 3: Train & Prepare Future Leaders—Before You Need Them
Most companies wait until someone is promoted to start leadership training—this is a mistake.
💡 How to Develop Leaders Ahead of Time:
- Provide ongoing leadership training (decision-making, communication, coaching skills).
- Offer mentorship programs that pair rising leaders with experienced executives.
- Give high-potential employees real leadership responsibilities before promotion.
📌 Action Step: Require potential leaders to complete a Leadership Readiness Program before promotion.
Step 4: Retain High-Potential Leaders by Keeping Them Engaged
If you don’t actively develop and challenge your future leaders, they’ll leave for a company that will.
How to Keep High-Potential Employees Invested:
- Provide stretch assignments to challenge them.
- Recognize and reward their leadership potential.
- Offer leadership coaching and career-path check-ins.
📌 Action Step: Hold quarterly career progression meetings with rising leaders to reinforce growth opportunities.
Step 5: Build a Leadership Succession Plan for Every Key Role
Succession planning shouldn’t start when someone resigns—it should already be in place.
How to Create a Leadership Succession Plan:
- Identify who could step into each key leadership role within 12-24 months.
- Create individualized training plans for these candidates.
- Review and adjust the plan annually to ensure preparedness.
📌 Action Step: Map out a succession plan for all senior leadership positions now, not later.
The Bottom Line: A Full Leadership Pipeline Ensures Long-Term Success
Companies that invest in leadership development don’t struggle to fill key roles—they already have successors ready.
✔️ Identify future leaders before you need them.
✔️ Give employees a clear career progression roadmap.
✔️ Train and mentor potential leaders early.
✔️ Keep them engaged so they stay.
✔️ Create a succession plan for key leadership roles.
A strong leadership pipeline doesn’t just protect your business—it gives you a long-term competitive advantage.
✅ Need help building a leadership pipeline that works?
Book a Discovery Call with Rikka Brandon today!
