The Succession Planner

Build a succession plan for these critical roles.

The critical roles: [LIST — WHERE LOSING THE PERSON WOULD HURT]
Current incumbents and any obvious successors: [DESCRIBE]

Provide:
1. The roles where succession risk is highest (impact × likelihood of
   loss)
2. The internal candidates and how ready each is (ready now / 1-2 years /
   longer)
3. The development each successor needs to close the gap
4. The roles with no viable successor and what to do about it
5. How to build a pipeline without creating a promise or a horse race

Focus on reducing the risk of a critical role suddenly emptying, and on
developing people ahead of need.