Quick snapshot of why you're here

• Tell me in one sentence why succession planning is on your agenda now.
• How urgent is this to your board, from immediate action to a planning conversation in the next year? Options: Immediate, today to 30 days, Near term, 30 to 90 days, Planning within 6 months, Longer term, 6 to 12 months
• Walk me through the event that made this real, including timing and what broke or could have broken.
• What would success look like in six months, specifically in terms of named roles and measurable readiness?
• Which roles keep you awake at 2 a.m. because their departure would be hard to replace? Options: CEO/MD, CFO, CHRO/Head of People, COO/Head of Operations, Business-unit leader, Other senior leader
• Which of these best describes the trigger that started this project? Options: Board directive after an unexpected vacancy, Upcoming wave of retirements, Investor or activist demand, Routine governance refresh, Internal talent review flagged gaps, Other

Where a missing leader actually costs you

• If one of your top three leaders left tomorrow, which single business outcome would prove the succession plan failed?
• Who notices first when a leadership gap widens and what do they do first? Options: Board chair or governance committee, CEO, CHRO, Business unit head, External counsel/advisor
• Give an example in the last 36 months when a leadership change hurt a strategic priority, and what it cost.
• Choose the primary impact area when a senior leader departs. Options: Execution of key strategy, Financial performance, Regulatory or compliance risk, Customer relationships, Employee morale and retention, Reputational damage
• How long could your operating rhythm tolerate a 30 percent drop in capability for a single critical role? Options: Less than 1 month, 1 to 3 months, 3 to 6 months, Longer than 6 months
• What single constraint or inability would make you pull the plug on an external succession advisory engagement?

Who's actually in the room to decide this

• Who in your governance chain can block a succession recommendation, and what would sway them?
• Walk me through the approvals and typical timing from CHRO proposal to board acceptance.
• List the internal forums that currently discuss succession or talent readiness, and how often each meets.
• If you needed an emergency decision within 48 hours, which stakeholders would you involve and by what channel? Options: Board chair by phone, Executive committee call, CHRO and CEO alignment, Legal and compliance notification, Standing governance committee meeting
• Name the stakeholder whose refusal would stop the work immediately.

What your data and assessments will actually need to prove

• Describe the most important talent data you currently have and the one you lack that would make any assessment incomplete.
• List the systems or repositories where leadership profiles, performance ratings, and development plans live, including shared drives and spreadsheets.
• Estimate the percentage of leadership profiles that have up-to-date competency assessments. Options: 0-20%, 21-40%, 41-60%, 61-80%, 81-100%
• Identify a person or role who can grant data permissions and the typical response time we should expect.
• When would you be able to schedule three facilitated sessions with role owners? Options: Within 2 weeks, 2 to 4 weeks, 4 to 8 weeks, Longer than 8 weeks
• Would a restriction to half-day sessions prevent you from validating bench strength within your timeline? Options: Yes, No, Unsure

Practical constraints we must clear to proceed

• Are there compliance, regulatory, or confidentiality rules that would block sharing candidate-level talent files? Options: Yes, strict restrictions, Yes, with gating conditions, No significant restrictions, Unsure, need to check
• Please outline the approvals required and typical review timelines.
• Identify any contractual restrictions with existing search firms or vendors that could limit candidate development work. Options: Exclusive search agreements, Non-compete clauses, No known restrictions, Unsure
• Estimate the headcount or internal HR capacity you can commit to working sessions and ongoing governance, in FTE or hours per month. Options: <0.5 FTE / <40 hrs, 0.5 to 1 FTE / 40–80 hrs, 1 to 2 FTE / 80–160 hrs, >2 FTE / >160 hrs
• Select from the following categories which systems must be connected to pull talent data. Options: Primary HRIS, Performance management system, Learning and development platform, Shared drives and spreadsheets, Third-party assessment tools
• Would failing to provide access within four weeks pause the engagement? Options: Yes, start would be delayed, No, we can proceed with a scaled pilot, Depends on which data are delayed

The other options you're weighing

• Name the alternatives you are currently considering, including internal options and incumbent advisors.
• Describe the strengths your current approach or incumbent brings that would make you stick with them.
• Have any internal leaders proposed solving this without outside help, and who? Options: Yes, CHRO or HR leadership, Yes, business unit leaders, No internal proposal yet, Unsure
• Select the alternatives you are actively evaluating from the list below. Options: Do nothing and react as needed, Internal pilot with HR and OD, Retain incumbent advisory firm, Run external executive search on demand, Build internal bench with focused development
• Suppose an internal pilot could demonstrate readiness for two critical roles within eight weeks, would that lead you to cancel external plans? Options: Yes, we would pause external engagement, No, we would still engage externally, We would reassess budget and timeline

What will make you say yes

• Rate the one metric that, if improved in six months, would prompt your board to approve a larger program. Options: Readiness of critical roles, Time to fill critical role internally, Percentage of internal successors ready in 12 months, Reduction in external search spend
• Tell me the specific deliverables you require in the statement of work before your team will sign.
• When would you need a pilot to complete for the board to review results in the next quarter? Options: Within 4 weeks, 4 to 8 weeks, 8 to 12 weeks, Next quarter but flexible
• Pick the sponsor responsibilities that are non-negotiable for you. Options: Executive sponsor involvement in reviews, Named data owner and signer, Monthly governance cadence, Board-level progress updates, Budget committed for next phase
• Suppose the statement of work and terms were acceptable, what internal approval would allow your team to sign within two weeks?

• Approach & Methodology, Solution Experience

• Confirm the current state and its cost
• You confirm the demonstrated framework applied to your example role eliminates the core gaps and reduces the need for emergency external searches.
• Produce a one-page mapping of the advisory framework applied to the two critical roles identified during this session and deliver it within five business days.
• You agree the proposed governance cadence can be integrated into your existing talent review rhythm or identify what must change for integration.
• Orientation: end-to-end approach
• Draft a recommended governance cadence and sample acceptance criteria for inclusion in the SOW and deliver to you within three business days.
• Apply the advisory framework to one critical role
• Provide a prioritized list of up to five critical roles and any existing competency profiles or performance data before the next meeting.
• You identify the specific remaining evidence required to move to Engagement Scope, and the next decision owners are clear.
• Demonstrate the readiness-to-roadmap translation
• Confirm the list of decision-makers and the data access permissions required for talent records ahead of the Engagement Scope discussion.
• Confirm sustainment governance and integration
• Validate fit explicitly
• Agree evidence required and next decision steps

• Approach & Methodology, Solution Experience
• Approach & Methodology Deck
• Solution Brief

• meeting
• slides
• document

• Assumption and Data Intake Session
• Critical Roles Identification Workshop
• Internal Bench Validation and Evidence Review
• Future-State Competency Model Testing
• Assessment Synthesis and Decision Meeting

• Update and publish the refined competency model document with proficiency thresholds.
• Collect and deliver missing performance and development records identified during the session.
• Confirm and publish the targeted interview plan and question set for follow-up validation.
• Present draft future-state competencies per role
• Refined competency models for each critical role with agreed proficiency thresholds.
• Candidate-to-role fit matrix showing explicit competency gaps and initial development levers.
• Confirm scope, timeline, and success criteria
• Produce the candidate-to-role fit matrix with noted competency gaps and proposed development levers.
• List recommended short-term development pilots that address the highest-frequency competency gaps.
• Recap key evidence and consolidated findings
• Ratified list of prioritized readiness gaps with recommended timing and next-step decisions.
• Decision on whether to start development pilots, trigger external search, or proceed with governance embedding.
• Confirmed owners, deliverables, and target dates for the agreed next actions.
• Publish the consolidated assessment report including prioritized gaps, candidate readiness, and the fit matrix.
• Create charters for any approved development pilots or immediate search triggers with timelines.
• Set the recurring talent review cadence and circulate the governance meeting schedule.
• Finalized list of required data extracts with file format and delivery dates.
• Confirmed interview schedule and participant list for the assessment phase.
• Agreed access method and timeline for secure data transfer.
• Deliver the signed scope and success criteria document with data extract specifications.
• Provide the first secure data export according to the agreed format by the confirmed date.
• Publish the interview schedule and invite template for participant confirmations.
• Agree criteria for role criticality
• A ranked list of critical roles, with scores and brief rationale for each of the top roles.
• A documented decision map showing approval owners and escalation triggers for each critical role.
• List of any roles requiring further data or validation before final prioritization.
• Publish the prioritized critical roles list with scoring detail for review.
• Capture and assign evidence needs for any contested role scores.
• Schedule follow-up detailed review sessions for any roles flagged as needing more data.
• Recap top critical roles and candidate list
• A table of internal candidates with preliminary readiness ratings and supporting evidence notes.
• A prioritized list of evidence gaps and scheduled targeted interviews to validate or revise ratings.
• Produce the candidate readiness spreadsheet with evidence citations for each rating.
• Specify required data extracts and formats
• Present prioritized readiness gap list with impact and timing
• Review each candidate's documented evidence
• Map current leadership roles and dependencies
• Run candidate fit exercise
• Decide next actions and governance cadence
• Define interview and stakeholder participation plan
• Conduct structured readiness calibration
• Identify common competency shortfalls and development levers
• Apply scoring and rank roles
• Agree model edits and readiness thresholds
• Confirm owners, deliverables, and deadlines for the next stage
• Define decision map and escalation points
• Identify evidence gaps and targeted interview needs
• Agree data access, security, and delivery timeline

• Deliver Critical-Role Inventory
• Create Leadership Competency Framework
• Document Internal Successor Profiles
• Deliver Readiness Gap Report with Timelines
• Create Individual Development Roadmaps
• Facilitate Talent-Review and Calibration Workshops
• Deliver Emergency Succession Playbook
• Connect HRIS and Talent Data Feeds
• Establish Governance Cadence and Meeting Packs
• Deliver Leadership Development Sprints
• Assemble External Bench Shortlist and Outreach Materials
• Handover Succession Operating Playbook and Train Owners

Deliver Critical-Role Inventory

• How many senior roles (executive direct-reports to the CEO or C-suite equivalents) should be included in the initial critical-role inventory? Options: 1-3, 4-6, 7-10, More than 10
• Which artifacts will you provide to identify incumbents and reporting relationships (org chart, position descriptions, human resources information system (HRIS) export, role scorecards)? Options: Org chart, Position descriptions, HRIS export (position-level), Role scorecards, Other
• Describe any regulatory or board-mandated criticality thresholds (for example minimum bench strength of N internal candidates for finance or regulated operations roles) that must be reflected in the inventory.
• List the data fields from your role inventory that must appear in the deliverable (for example mission-critical responsibilities, average time-to-fill, current incumbent tenure, succession risk rating).
• Identify any functional areas or geographies to exclude from this inventory (for example frontline retail managers, non-executive field roles, or contractors).
• Indicate the single source of truth we should use for headcount and incumbency confirmation (for example your HRIS extract, approved org chart PDF, or payroll export). Options: HRIS extract, Approved org chart PDF, Payroll export, Combination of sources

Create Leadership Competency Framework

• Which leadership competency artifacts exist today that we should map to (for example existing competency model, leadership role profiles, performance calibration rubric)? Options: Existing competency model, Leadership role profiles, Performance calibration rubric, None
• Specify the time horizon and strategic drivers the competency framework must reflect (for example 3-year digital transformation, upcoming M&A, rapid international expansion). Options: 12 months, 18-24 months, 3+ years
• Identify the concrete behavior-based indicators you expect for senior leaders (for example decision-rights matrix, cross-functional stakeholder score, P&L ownership evidence).
• Confirm whether industry- or function-specific competencies must be included (for example regulatory compliance leadership for financial services or clinical quality oversight for healthcare). Options: Yes - list required areas, No - use generic leadership competencies
• Provide a sample position description or role scorecard for one representative critical role to anchor the competency mapping (attach file or state location in your document repository). Options: Attached, Located in shared drive — provide link, Will supply after scope
• Are there existing assessment outputs (for example 360 feedback reports, assessment center summaries, development center ratings) that should be aligned to the new competency framework? Options: Yes, No

Document Internal Successor Profiles

• How many internal successor candidates per critical role do you expect us to profile in the initial scope (typical range: 1-3)? Options: 1, 2, 3, Flexible / recommend based on bench
• Which candidate artifacts will you provide for profiling (for example CV, latest performance review, 360 feedback, development plan, assessment center output)? Options: CV/Resume, Latest performance review, 360 feedback, Development plan, Assessment center output
• Identify any confidentiality or redaction requirements for successor profiles (for example anonymous scoring, aggregated summaries only, redacted names for calibration sessions). Options: Full profiles with names, Anonymized profiles, Aggregated summaries only, Other
• Describe the minimum data fields you require in each successor profile deliverable (for example readiness rating, competency gaps, mobility constraints, development roadmap summary).
• Indicate whether you require talent calibration statements aligned to board or CHRO review templates (for example calibrated readiness score with board-ready commentary). Options: Yes - provide template, Yes - we need you to propose template, No
• Are internal successor profiles expected to include objective assessment data from simulation or case-based exercises (for example leadership simulation scores)? Options: Include simulation scores, Exclude simulation scores, Not applicable

Deliver Readiness Gap Report with Timelines

• How many roles should be included in the initial readiness gap report (for example only C-suite, C-suite + direct reports, or full critical-role inventory)? Options: C-suite only, C-suite + direct reports, Full critical-role inventory
• Estimate the acceptable completeness threshold for data used in the report (for example 90% of incumbents have performance reviews and role profiles) — name the metric and threshold.
• Identify the timeline buckets you want for closing readiness gaps (for example 0-6 months, 6-18 months, 18+ months) to be reflected in the report. Options: 0-6 months, 6-18 months, 18+ months, 0-12 months, 12-24 months, Custom timeline buckets
• Provide the acceptance criteria that will validate the Readiness Gap Report (for example documented readiness rating for each role, timeline to internal readiness, and named sponsor sign-off). Options: Board-signed readiness summary, CHRO acceptance certificate, Sponsor sign-off on each role
• Indicate which quantitative metrics must appear in the report (for example internal readiness percentage, average time-to-ready in months, percent of roles with at least one high-potential successor). Options: Internal readiness %, Avg time-to-ready (months), Percent with 1+ high-potential, All of the above
• Are there any external constraints that affect timelines we should register in the report (for example upcoming retirements, regulatory approvals, planned divestitures)? Options: Yes - list constraints, No

Create Individual Development Roadmaps

• How many individual development roadmaps should be delivered in the initial engagement (specify number or percentage of successors per role)? Options: 1 per role, Top 2 per role, Top 3 per role, Custom percentage
• Which development modalities should roadmap actions reference (for example stretch assignments, executive coaching, cross-functional rotations, formal training)? Options: Stretch assignments, Executive coaching, Cross-functional rotations, Formal training, All of the above
• Specify the minimum detail expected in each roadmap (for example target competencies, milestone dates, named owner, success metrics). Options: Target competencies + milestones, Full plan with owner and metrics, High-level recommendations only
• Provide the acceptance criteria that defines completion for a roadmap (for example development milestones scheduled, owner assigned, and 6-month progress checkpoints). Options: Milestones scheduled and owners assigned, Owner assigned only, Deliverable as recommendations only
• Indicate any budget constraints for recommended development activities that we should respect (for example per-person coaching cap, travel limitations for rotations). Options: Per-person budget cap, No explicit cap, Need to propose costed options
• Do you require integration of roadmap actions into your learning management system (LMS) or performance plans, and if so which target location should we reference? Options: Integrate into LMS (specify), Integrate into performance plans, No integration required

Facilitate Talent-Review and Calibration Workshops

• How many calibration workshops do you expect within the engagement (for example a single executive workshop plus functional follow-ups)? Options: 1 executive session, 1 executive + 2 functional, Custom number
• Which attendee list should be used for workshops (for example board governance committee chairs, CEO, CHRO, business unit heads)?
• Describe the deliverable you expect after each workshop (for example calibrated talent heatmap, signed decisions log, updated successor rankings). Options: Calibrated talent heatmap, Signed decisions log, Updated successor rankings, All of the above
• Identify any governance artifacts you require to prepare attendees (for example pre-read talent packs, role-by-role scorecards, competency anchors). Options: Pre-read talent packs, Role scorecards, Competency anchors, Other
• State how decisions from workshops must be recorded and who must approve the decisions (for example CHRO sign-off, board minutes, succession committee resolution). Options: CHRO sign-off, Board minutes, Succession committee resolution, Other
• Are remote facilitation needs required (for example secure virtual room, voting tools, anonymous scoring) and which tools or platforms must be used? Options: Secure virtual room required, Voting tool required, Anonymous scoring required, No special needs

Deliver Emergency Succession Playbook

• Which emergency scenarios must the playbook cover (for example sudden CEO departure, simultaneous loss of two direct reports, regulatory enforcement action)? Options: Single unexpected departure, Simultaneous multiple departures, Regulatory enforcement scenario, All listed scenarios
• Indicate the handover artifacts the playbook must contain (for example pre-approved interim assignments, communication templates for the board and investors, emergency org-chart updates). Options: Interim assignment templates, Communication templates, Emergency org-chart updates, All of the above
• Identify notification and escalation thresholds that must trigger the playbook actions (for example time-to-notify board within 24 hours, notification to stakeholders within 48 hours). Options: Notify board within 24 hours, Notify stakeholders within 48 hours, Custom thresholds
• Describe any compliance or legal approvals needed before implementing emergency succession steps (for example regulatory filings, labor consultations). Options: Regulatory filings required, Labor consultation required, No pre-approvals
• Identify the maximum time-to-interim assignment the playbook should guarantee (for example interim leader in place within 7 days). Options: 24-72 hours, Up to 7 days, Up to 30 days
• Are communication templates required in formats for specific stakeholders (for example board memo, investor Q&A, employee all-hands script)? Options: Board memo, Investor Q&A, Employee all-hands script, All of the above

Connect HRIS and Talent Data Feeds

• Which human resources information system (HRIS) or talent systems will supply data (for example your primary HRIS export, learning management system, performance system, or talent marketplace)? Options: HRIS export, Learning management system, Performance system, Talent marketplace, Other
• Specify the data feeds and frequency required (for example nightly HRIS extract, weekly performance snapshot, monthly talent review exports). Options: Nightly extract, Weekly snapshot, Monthly export, One-time upload
• Provide the security and access constraints for integrations (for example API token access only, SFTP with encrypted files, no PII allowed in exports). Options: API token access, SFTP encrypted files, No PII in exports, Other
• Identify the mandatory data fields we must ingest for scope acceptance (for example employee ID, position ID, manager ID, hire date, last performance rating).
• Are there legacy data quality issues to note (for example duplicate position IDs, missing manager links, inconsistent job titles)? Options: Duplicates, Missing manager links, Inconsistent job titles, No known issues
• Confirm whether our scope includes building and maintaining connectors or only mapping and validating one-time data extracts. Options: Build and maintain connectors, Map and validate one-time extracts, Hybrid - limited connector maintenance

Establish Governance Cadence and Meeting Packs

• Which governance bodies should be included in the cadence (for example board governance committee, CEO-led talent committee, HR/People leadership forum)? Options: Board governance committee, CEO-led talent committee, HR leadership forum, All of the above
• State the desired frequency and duration for each governance meeting (for example quarterly board reviews, monthly talent reviews of top 20 roles). Options: Monthly, Quarterly, Bi-annual, Custom schedule
• List the meeting-pack artifacts you require for each cadence (for example calibrated talent heatmap, role readiness dashboard, decisions register, action tracker). Options: Calibrated talent heatmap, Role readiness dashboard, Decisions register, Action tracker
• Identify who must be assigned as ongoing owners for governance artifacts (for example CHRO as sponsor, HRBP as pack curator, business leader as action owner).
• Specify any board-level reporting format or templates we must use for governance packs (for example board slide deck with executive summary and heatmap). Options: Board slide deck template, Executive summary one-pager, Standard internal pack
• Are you requesting handover of editable meeting-pack templates and instructions versus static PDFs? Options: Editable templates with instructions, Static PDFs only, Both

Deliver Leadership Development Sprints

• How many sprint cycles should be planned within the engagement (for example 3 sprints of 8 weeks each)? Options: 1 sprint, 2-3 sprints, 4+ sprints, Custom cadence
• Which sprint outcomes are mandatory (for example validated competency improvements, demonstrable on-job assignment completion, coach feedback)? Options: Validated competency improvements, On-job assignment completion, Coach feedback, All of the above
• Identify participant selection criteria for sprints (for example readiness tier, role criticality, manager nomination). Options: Readiness tier, Role criticality, Manager nomination, Other
• Describe any evaluation instruments you require at sprint close (for example pre/post competency assessment, manager observation checklist, business impact metric).
• Are logistical supports required for sprints (for example facilitator supply, simulation labs, travel budgets)? Options: Facilitator supply, Simulation labs, Travel budgets, None
• Do you expect sprint outcomes to be integrated into individual development plans or remain as separate artifacts? Options: Integrate into development plans, Separate artifacts, Hybrid

• Master Services Agreement (MSA)
• Statement of Work (SOW)
• Commercial Terms & Fee Schedule
• Data Processing Agreement (DPA) & Data Access Authorization
• Acceptance Criteria & Final Deliverable Sign-Off
• Sponsor Responsibilities & Governance Commitment
• Change Order & Scope Management Agreement
• Industry Compliance Addendum (conditional)

• Go-live health check and handover confirmation
• First outcomes review and measurement
• Governance handover and steward training workshop
• Quarterly governance review and realization checkpoint
• Monthly issue triage and enhancement sprint review

• Publish the prioritized enhancement backlog with agreed resolution dates.
• Deliver the finalized steward playbook and facilitator checklist to the governance workspace.
• Provision required data access and confirm report refresh schedules.
• Publish the defined escalation path and sample runbook for common issue types.
• Quarterly outcomes versus targets
• Confirm whether critical-role readiness levels are on track against Engagement Scope targets or require escalation.
• Reduce or place firm timelines on the open enhancement and blocker backlog for the coming quarter.
• Adjust the governance cadence if it is not driving timely decisions and actions.
• Re-confirm scope, acceptance outcomes, and owners
• Assign resolution dates for all open blockers and track progress in the governance workspace.
• Update the governance calendar and cadence documents if changes were agreed.
• New and existing blocker triage
• Drive measurable reduction in the count of open blockers month over month.
• Confirm progress against active development roadmaps and commit to next sprint deliverables.
• Ensure approved enhancements are scheduled with clear delivery windows.
• Assign target resolution dates for newly triaged blockers and publish the updated blocker list.
• Schedule approved enhancements into the next sprint and notify stakeholders of scope and dates.
• Update roadmap percent-complete figures and circulate the sprint commitment summary.
• The handover package is confirmed complete and accessible to your stewards.
• Training completion status is recorded and remaining training needs are scheduled.
• All critical blockers are documented with remediation actions and target resolution dates.
• Publish the final handover package and confirm access to the stewardship workspace.
• Schedule follow-up training sessions for any stewards who did not complete required modules.
• Document and assign target dates for all critical blockers surfaced in the session.
• Present first measurement data
• Determine whether readiness and milestone completion metrics are tracking toward the targets recorded in Engagement Scope.
• Agree a concrete remediation plan with deadlines for the top 3 metric gaps.
• Confirm the data source and owner for each metric so future reports are reliable.
• Update successor readiness ratings and publish a reconciled readiness snapshot.
• Create remediation plans for roles not meeting readiness targets with milestone dates.
• Fix identified data quality issues and document the authoritative data source for each metric.
• Walk the operating cadence and steward playbook
• Stewards demonstrate the ability to facilitate a talent-review using the provided playbook.
• Data access and reporting templates are validated and confirmed operational.
• Escalation and issue-triage procedures are agreed and documented.
• Enhancement request and blocker backlog review
• Handover package and artifact validation
• Sprint progress on active development roadmaps
• Diagnose gaps and root causes
• Hands-on steward training and role play
• Enhancement request approvals and scheduling
• Steward onboarding and training status
• Prioritize backlog and agree resolution timeline
• Confirm reporting templates and data access
• Agree corrective actions and timelines
• Early adoption signals and usage checks
• Agree escalation and issue-triage process
• Short decision log and next steps
• Assess governance cadence effectiveness
• Confirm data sources and ownership
• Open issues and blockers
• Agree immediate remediation actions