Succession Planning for Key Roles
The prompt
$18
Why this works
The risk assessment per role (departure probability × impact if unprepared) prioritises succession planning effort toward the roles where the need is most likely and the organisational impact is greatest. Distinguishing between internal development tracks and external search readiness ensures the plan covers both scenarios. The knowledge transfer documentation requirement acknowledges that succession fails most often not because a replacement can't be found but because institutional knowledge wasn't captured before departure.
Risks & review
Succession plans that name specific internal candidates without those candidates' knowledge or agreement create talent management problems when the candidates either expect advancement on a specific timeline that isn't delivered or are uncomfortable with the designation. Have development conversations with identified successors before documenting them in a succession plan, and be transparent about the plan's purpose and the candidate's level of readiness.