Succession Ready

Why is succession part of the job?

Because finding your successor is part of the job, not the end of it. Succession rarely fails for want of a perfect candidate. It fails because nobody was stretched early enough, the board met the names too late, and the leader found it easier not to think about leaving.

Take Succession Ready: fourteen questions, about five minutes. Answer as things stand today.

What does the test look at?

Four areas, three or four questions each:

• Named successors. Whether there are at least two credible names, and a written idea of what the role needs.
• Their development. Whether possible successors run things you usually run, and know they’re being considered.
• The board’s view. Whether succession is a real board conversation, and the board knows the names.
• Your readiness to let go. Whether you can picture the company doing well without you.

What do I get at the end?

A succession readiness score out of 100 and the two things to work on first, each with one move. The bands are “Succession ready” (70 and above), “A plan on paper” (40 to 69) and “Not ready yet” (below 40). To map the names themselves, use Bench Strength.

How is it worked out?

Each answer runs from 1 (never) to 5 (always). Seven of the fourteen questions describe a healthy habit, such as “Board members have spent time with my possible successors”, and are flipped before scoring. Each area’s average shows how far it is from ready; the overall average becomes the score.

The questions, areas, bands and advice are a draft written with AI and are waiting for a coach’s review. Treat the result as a mirror, not a verdict.

What should I read or take next?

Read how a CEO should plan their own succession. Map who could step in with Bench Strength, and read how to build bench strength for the habits behind it. Every tool for this stage is on the CXOs page.