Succession planning often has an image problem. Say the word in a leadership meeting, and you usually get one of two reactions: mild panic that someone is leaving, or a resigned sigh over another slow, opaque HR process. The statistics reveal a stark gap between intent and reality: while 86% of leaders believe succession planning is critical, only 14% think their organisation does it well, and a mere 19% have a formal plan in place.

Ignoring this gap carries a massive cost. The talent market is tight, and relying on external recruitment is expensive and increasingly unpredictable. In fact, it is 1.7x more expensive to recruit, train, and onboard from the outside than to develop your own people from within. External hires are typically paid 18-20% more, receive lower performance ratings in their first two years, and are 61% more likely to leave. Conversely, employees stay 41% longer at companies that regularly hire internally.

This whitepaper, “Succession Planning Done Differently,” provides a roadmap for turning a secretive, annual spreadsheet exercise into a dynamic, continuous business rhythm. Designed for HR and senior leaders, it challenges the over-reliance on the traditional 9-box grid. Instead, it introduces the 5 Factor Model of Potential to bring objective consistency to your talent reviews. You will learn how to broaden your focus beyond just the C-suite to include Highly Regarded Specialists and the “Talented Many,” ensuring you build resilient talent pools rather than fragile replacement charts.