Aug 26 Predictable Promotion®: Stop Winging Succession Planning
Most companies talk a good game about succession planning. Fewer execute it well. 86% of organizations say succession planning is a talent management priority, but only those with a formal process are 67% more likely to identify future leaders. Translation? The majority are just winging it.
Succession isn’t just about putting names in boxes on an org chart. It’s about growing your business faster than competitors, protecting institutional knowledge before it’s lost, and preparing individuals to step up before the role becomes vacant. That’s where the gap exists, and that’s where Predictable Promotion® changes the game.
Why a Succession Planning Strategy Is Crucial Today
Three forces increase the urgency of succession planning more than ever.
- Growth and Scaling Pressure: Companies struggle to expand if leaders fail to delegate new experiences to emerging talent ready for bigger roles.
- Baby Boomer Exodus: A wave of retirements is already draining institutional knowledge from organizations.
- Ambitious talent: High-potential leaders pursue development, not empty promises. If they don’t get it, they’ll go to a competitor who invests in them.
Whether you’re an organization aiming to accelerate growth or an individual leader seeking the next level, the message stays the same: you can’t wait.
What Organizations Must Do
Succession planning isn’t just a sideline effort; it’s a strategic must. Here’s how companies build dependable pipelines:
1. Focus on Development, Not Guesswork
Executive coaching, leadership workshops, and curated professional development are not just luxuries; they are vital accelerators. In fact, companies that invest in executive coaching reported an average ROI of 5.7 times the initial investment. I believe that kind of ROI is better than a blue-chip investment. The organizations I work with don’t leave talent to luck. Instead, they purposefully prepare their future leaders with the skills and experiences necessary to step in smoothly.
2. Preserve Institutional Knowledge Before It Leaves
Did you know that 10,000 baby boomers retire each day? Retiring leaders often hold decades of wisdom. Without a clear strategy, that wisdom can be lost. Innovative organizations create intentional processes to transfer institutional knowledge, mentor new talent, and preserve their legacies. Today, I’m working with organizations on a strategy to ensure that institutional knowledge is transferred to the younger generation before it walks out the door.
3. Provide Future Leaders with Strategic Exposure
Titles don’t develop leaders; experiences do. Offer high-potential employees challenging assignments, cross-functional projects, and chances to see how top leaders think and act. Predictable Promotion succeeds because it intervenes before a vacancy occurs, equipping individuals now.
Three Mistakes I See Repeatedly
1. Waiting Until It’s Too Late
Leaders think they have plenty of time until someone announces a retirement, resigns, or gets promoted. Then they scramble. The best time to prepare talent was yesterday. The second-best time is today.
2. Believing They Can Do It on Their Own
I’ve worked with many executives who tried to develop successors on their own but faced delays. They were often too busy, lacked a clear objective framework, or underestimated the amount of effort required. That’s why top organizations bring me in. Through my Predictable Promotion® system, I’ve consistently helped high potentials confidently move into larger roles. The trifecta consists of group coaching, one-on-one coaching, and experiential workshops, which drive measurable progress.
3. Underestimating the ROI of People
Some leaders still view developing people as a “soft” investment. It’s not; it’s the foundation for growth. You can’t drive innovation, expand markets, or implement strategy without the right people in the right roles. The best clients I work with don’t see coaching and succession planning as costs; they see them as multipliers of revenue, innovation, and market advantage.
Why Predictable Promotion® Is Effective
Most leadership programs are “off the shelf.” They check boxes but don’t lead to career changes. Predictable Promotion® is different. I customize each engagement to match the client’s goals and desired outcomes.
For companies, this means building a bench of leaders who can grow the business, uphold the culture, and deliver results. For individuals, it involves gaining clarity, experience, and presence that prepare them for the next promotion.
Predictable Promotion® ensures that when opportunity comes, leaders are ready and positioned to advance to the next level and achieve long-term success.
The Contrarian Truth
Here’s the truth most companies overlook succession planning isn’t just about filling future vacancies. It’s about protecting your business strategy for the future.
If you’re waiting for HR to “handle it,” you’ve already lost. If you think development is optional, you’re confusing expense with investment. If you’re grooming only one successor, you’re playing Russian roulette with your organization’s future.
The organizations that are expanding quickly aren’t always those with the best products. Instead, they are the ones with the most prepared teams.
The Call to Action
Succession planning isn’t about predicting the future, it’s about creating it.
- If you’re a senior leader, ask yourself: who could step into your role tomorrow? If you can’t give a clear answer, that indicates a problem.
- If you’re part of an organization, ask: Do we have a reliable pipeline of promotable leaders prepared for key roles? If not, you risk stalling your growth.
- If you’re an emerging leader, ask yourself: What experiences and coaching do I need right now to be the clear choice when opportunity presents itself?
The truth is simple: either build your team or watch your competitors do it for you.
Final Word
Succession planning isn’t just an HR task; it’s a strategic advantage. With Predictable Promotion®, organizations go beyond guessing and begin achieving real results.
The time to act is now, before retirements, resignations, or market shifts force your hand. Build your successors intentionally, and you’ll create a legacy that lasts beyond yourself.
If you want to build a stronger leadership pipeline with effective succession planning, let’s talk.
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Sarah Hathorn, CEO of Hathorn Consulting Group, is the go-to-expert in working with leaders and companies to create successful corporate DNA. As an executive coach, consultant and speaker she collaborates globally with clients and brands such as Deloitte, McKesson, Kimberly-Clark, Sherwin-Williams, Home Depot and other leading organizations.
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