Talent Sprints · Example Sprint
Your succession plan looks covered until someone leaves.
Succession Stress Test. Your HR leadership team runs the exit before it happens, role by role, working from the evidence you hold today.
Book a Diagnostic CallThe Problem
Most plans have names against the critical roles. Far fewer have been tested. Readiness ratings often rest on one manager's view, and the same successor can sit behind several roles.
The Two Weeks
What a Sprint like this could look like.
This is an example. Yours gets shaped around your problem.
Choose the roles
Your HR leadership team picks a small set of critical roles.
Gather the plan
Successor names, readiness ratings and the evidence behind them.
Run the scenario
Each role holder "leaves". The team works through who steps in, what the evidence shows, what breaks and who covers the gap.
Read the result
Which successors hold up, which are names on paper and where several roles rely on the same person.
Hand over
The tested view, the actions and a summary for your executive team.
What You Keep
- ✓ A tested risk view for the roles you chose
- ✓ Cover gaps and actions, each with an owner
- ✓ A summary written for you to take to your executive team
- ✓ The scenario format, so your team can run it again
When It Fits
- ▸ Your succession plan has never been tested, by an exit or a run-through
- ▸ Good leaders have left, or you are going through a restructure
- ▸ You want to get ahead of a board question about succession
HR goes first
This runs with your HR leadership team, so you can see where the plan holds and take a clear view to your executives.
Start Here, Free
Start with one Sprint.
45 minutes. No deck, no pitch. A sharp conversation about your problem, and whether this Sprint or a different one fits it.
Book a Diagnostic Call