This is fascinating! Not a topic I know very much about at all... But I loved how you mentioned that diversity and inclusion enhance succession planning, not just as lip service or box checking. And I really loved the idea of imagining how an employee's skills might develop over years. As a former tutor, that's near and dear to my heart. But I do wonder how businesses can do long-term succession planning when many employees may not stay for the years required to build the skills to replace higher leadership. How do you plan for the long-term when it's hard to predict what staff you may have on hand? Thank you so much!
This is fascinating! Not a topic I know very much about at all... But I loved how you mentioned that diversity and inclusion enhance succession planning, not just as lip service or box checking. And I really loved the idea of imagining how an employee's skills might develop over years. As a former tutor, that's near and dear to my heart. But I do wonder how businesses can do long-term succession planning when many employees may not stay for the years required to build the skills to replace higher leadership. How do you plan for the long-term when it's hard to predict what staff you may have on hand? Thank you so much!
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Great deep dive, Margaret. What struck me most was your framing of succession planning as not just “risk mitigation” but a true competitive advantage.
How do you see organizations balancing AI-driven precision with the more human dimensions?
Things like trust, cultural fit, emotional intelligence—all those hard-to-measure intangibles—these seem invaluable for proper succession planning.
It seems the future will require weaving both statistics and human understanding together.
Perhaps this is where leaders can get their completive edge in.