Coach a leader away from secret replacement planning toward a healthier succession process.
Elena E Division President 01 Concern 02 Reframe 03 Commit A division president tells HR, “I don’t want people knowing who’s on the list. That just creates politics.” What she really wants is control. What the organization needs is a process people can trust. You do not need to publicize the slate to make the process understandable and fair. The mechanism is separating confidentiality from opacity. Specific successor names can stay limited while criteria, talent-review timing, and development signals become much clearer. Use the framework explicitly so the conversation does not drift into opinion or politics. Elena says, “The more…
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