Succession Mapping
We map critical positions, successors and readiness gaps to reduce continuity risks and prepare the leaders the future of the business requires.
What is succession mapping?
Succession mapping is the process of identifying the business's critical positions, assessing who is ready to take them on and when, and defining what each successor needs to develop before stepping into the role. It is a continuity and governance agenda that protects the strategy against unexpected departures and prepares the next generation of leaders before succession becomes urgent. At WePeople, the process is led by specialists who teach Succession Mapping at FIA/USP.
The thesis
Succession is not a list of names. It is business risk management.
When succession depends on a few names, every departure becomes a crisis. According to DDI, only 20% of CHROs say they have leaders ready to take on critical positions, and on average only 49% of those positions could be filled internally right away. For the Board, succession is continuity. For the CEO, it is the guarantee that the strategy does not stop.
Signs your company needs this
- Critical positions with no identified or prepared successor.
- Succession depends on a few names, and a lot of luck.
- The departure of a key executive would paralyze a department or a strategic project.
- The Board is asking for visibility into the leadership pipeline.
How we do it
Five steps, from criteria to decision
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Defining critical positions
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Talent and potential assessment
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Succession map and readiness gaps
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Individual development plans
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Follow-up and review ritual
Related case study
Volkswagen Caminhões e Ônibus
A succession pipeline strengthened with the Integral Assessment. The company wanted to strengthen its succession pipeline by identifying high-potential leaders with depth and confidence. WePeople applied the Integral Assessment and guided executives to use the results in the ongoing development of their teams.
See the case studyFrequently asked questions
Succession mapping in practice
What is a succession plan?
It is a map of who is ready to take on strategic positions, when, and what they need to develop first, built before it becomes urgent.
How do you identify successors with rigor?
By first defining the critical positions and the criteria that matter to the business, then assessing talent and potential against them, instead of relying on perception.
Is succession only for the top of the company?
Not necessarily. The starting point is the positions that are critical to the business, at any level.
How often should the succession map be reviewed?
At least once a year, and whenever there is a significant change in strategy, structure or leadership.
Let's talk about your scenario.
Tell us about your culture, performance or leadership challenge. We will get back to you with perspectives that apply to your context.
Get in touch