Build a Successor Slate for One Critical Role

You need successor coverage for Head of Sales within the next 12 months. Critical-role succession is stronger when it is built as option depth, not single-person optimism. Teams usually jump from names to confidence before they map readiness and gaps explicitly. Step 1: Define the target role in role-specific language, not generic leadership language. Step 2: List likely internal candidates and separate current results from broader-role evidence. Step 3: Assign each candidate to ready now, ready in 12 to 24 months, or future bench. Step 4: Write one development move for each non-ready candidate so the slate gets stronger instead…

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