Succession Planning

A complete system for identifying, evaluating, and developing the next generation of IT leadership.

Flowchart titled 'Talent & Succession Planning Process' with seven steps, each numbered and described: 1. Map Roles & Families, 2. EVS Completed, 3. Evaluate & Analyze, 4. Succession Planning, 5. Future Roles Needed, 6. Identify Gaps, 7. Recommendations.

Why it matters

Every board and CEO eventually asks an IT leader the same question: what happens if a key person leaves tomorrow? Readiness isn't a feeling, it's a measurable gap between where a candidate stands today and what the role actually requires.

Who it's for

Experienced leaders approaching the next step. The focus is strengthening the enterprise leadership qualities that influence CEO and board-level selection decisions.

  • VPs of Technology or IT preparing for a first CIO role

  • Senior technology leaders operating as de facto CIOs

  • Internal CIO successors being considered for the next step

  • Leaders who've reached finalist stages but haven't yet been selected

  • CIOs in smaller organizations preparing for larger enterprise roles

  • Leaders transitioning into enterprise leadership responsibilities

Not designed for early-career technology managers or leaders whose primary need is technical development.

How it works — seven stages

What you leave with — Five tools

  • IT Skills Matrix — competency benchmarks across 51 IT roles and four levels.

  • Employee Value Scoring (Individual Contributor & Leaders) — a scored read on performance, potential, and cost. Also listed individually in the Assessment Library.

  • Team 9-Box View — a visual map of the team's talent landscape.

  • Critical Role Profile — a per-role succession slate with readiness gaps.

  • Bench Strength Dashboard — an org-level view of succession health and risk.

Flowchart illustrating the Talent & Succession Planning Process, consisting of seven steps: 1) Map Roles & Families, 2) EVS Completed, 3) Evaluate & Analyze, 4) Succession Planning, 5) Future Roles Needed, 6) Identify Gaps, 7) Recommendations. Each step includes a brief description of the process.
Diagram illustrating the career path in software development management from Dev Manager I to Director of Engineering, detailing experience, technical skills, challenges, autonomy, impact, and people management responsibilities at each level.
A chart titled 'Software Development Management Career Path' showing how expectations change with increasing responsibility, autonomy, and organizational impact. The chart includes columns for competency, experience, technical depth, problem-solving, autonomy, scope of impact, relationships, people and budget, and leadership, each with descriptions for four levels: Dev Manager I, Dev Manager II, Dev Manager III, and Director.

The program begins with a conversation. If this is the right time and the right fit, that conversation will make both clear.

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