Succession gaps
- Plan needed: 0 roles, 0 people depending on them.
- Covered: 0 roles.
Executive Intelligence · Workforce and Leadership
Leadership Succession Readiness
Succession plans for critical roles with candidates and readiness evidence from verified training and practical-check records.
Demonstration: Aldercroft Facilities Services (fictional) · Facilities management. Fictional data and a scripted answer.
The situation
- Organisation
- Aldercroft Facilities Services (fictional)
- Who is asking
- Chief people officer
- Industry
- Facilities management
- What happened
- Two senior leaders have announced they will retire within eighteen months, and the board asks who is ready to follow.
The question asked
For which critical roles do we have no ready successor, and who depends on each of them?
What it reads, and who can see the result
- Critical role register registerRoles with the incumbent's departure horizon.
- Succession assessments registerReadiness ratings by role.
- Reads
- Role-level succession data and aggregated readiness ratings.
- Does not read
- Individuals' performance reviews or personal data.
- Permission
- The chief people officer's access to the succession register.
- Who sees it
- The chief people officer, the CEO and the board's people committee.
Try it
Review each flagged record: confirm it or dismiss it. The totals and the answer below follow your decisions.
| Role | Incumbent leaves | Ready successors | People who report into the role | Finding | Decision |
|---|---|---|---|---|---|
| Chief operating officer | In 14 months | Two ready now | 0 | Matched | None needed |
| Director of engineering services | In 9 months | None ready; one in two years | 120 | No ready successor; 120 people report into the role | |
| Head of finance operations | Not planned | One ready | 0 | Matched | None needed |
| Regional director, north | In 17 months | One ready in a year | 340 | Successor not ready for twelve months; 340 people report into the role | |
| Chief information officer | Not planned | Two ready | 0 | Matched | None needed |
| Head of health and safety | In 12 months | None ready | 45 | No ready successor in a regulated role |
- Flagged
- 3 of 6 · 505
- Plan needed
- 0 · 0
- Covered
- 0 · 0
- Undecided
- 3 · 505
The answer
Simulated answer. Written for this fictional case, not produced by a live model. Only the figures in it are computed, from what you decided above.
3 of 6 critical roles have no ready successor, with 505 people depending on them.
Readiness is the question the board asked, and the answer is uneven: several roles have two ready successors and three have none within the incumbent's horizon [S1][S2]. The regulated safety role is the sharpest case because it cannot be filled by an acting appointment.
You have marked 0 as needing a plan (0 people) and 0 as covered; 3 are undecided. A plan can be development, an external search or a phased handover.
Relies on: S1 · Critical role registerS2 · Succession readiness ratings
Review and approval
The chief people officer decides. Approving takes the roles needing a plan to the people committee. It does not name a successor or tell anyone.
Not ready to approve. 3 flagged roles are still undecided. Confirm or dismiss each one first.
In the product this is a different person with the right permission. Here you play that role to see the rule.
What it produces
Limits of this example
- Readiness ratings are judgements by managers and can be wrong.
- The register is confidential; nothing here names an individual.
- This is a scripted demonstration on fictional data. No model was called and no real organisation, person or result is shown.
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