Executive Intelligence
Critical roles and succession
A simple view of the roles that matter most, how strong the bench looks, and where you may want to shape next steps.
Succession at a glance
Critical roles
28 mapped
Marked as critical.
Covered
19 has cover
At least one successor.
Thin bench
6 watch
Partial cover.
No successor
3 fragile
Gap if departed.
For the roles in view, most have at least some cover, but a small set show
thin or no bench. These roles often sit at the intersection of client impact and ops.
Critical roles and benches
Role
Bench and exposure
Status & next step
Client director — Cluster A
Strategic revenue
One strong successor plus two emerging.
covered
Site lead — Region B
High-growth hub
Early deputies; heavy load on current lead.
thin bench
Operations head
Critical process
No clear internal successor; partial exposure only.
no successor
Specialist lead
Tech bottleneck
One peer with partial coverage.
improving
Signals to keep watching
- Roles with repeated “heavier weeks” and limited deputies.
- Strategic roles with no clear successor.
- Single points of failure in decision making.
Connection to Employee Intelligence
- Uses same goals and growth views managers use.
- Highlights people with right patterns for future roles.
- Simple, explainable signals.
Where to focus — next 12–24 months
Now — next 3–6 months
Stabilise fragile roles.
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Agree practical moves for gaps.
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Check time off for key holders.
Soon — next 6–12 months
Build the bench.
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Give successors client exposure.
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Capture what "good" looks like.
Later — 12–24 months
Long-term depth.
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Rotate high-potentials across regions.
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Align hiring with future gaps.