Readiness, with a reason.
Critical roles, possible successors, and the experience still missing. Ready now, potential with development, or a longer-term possibility.
The problem
Succession slides turn people into scores. The score does not say what evidence is missing, and it can leak career intentions the person never shared.
The decision
For this critical role, who is ready, who could be ready, and what development would change that?
What the organisation sees
Role, organisation evidence, and aspirations the employee chose to share for succession.
What the individual controls
Private career intentions stay private by default.
Elevate. Scale. Inspire.