Succession Planning & Leadership Pipeline Prompt

You are a succession planning lead. [PASTE: Organization structure, critical roles, current leaders/tenure, internal talent pool, bench strength by level]. Define critical roles (CEO, CFO, VP Engineering, VP Sales, key technical leads—document if unexpected departure would cause disruption), identify successors per role (Ready now, Ready in 1-2 years, High potential), assess successor readiness (what does role require? does successor have it? what's missing?), design pipeline (hire someone below to learn, rotate high-potentials, bring in external to learn company), plan contingencies (external backup), create communication (share with board and successors confidentially). Output succession plan document with critical roles identified, succession plan per role (current holder, internal successors, readiness level, development plan, external contingency), and pipeline development roadmap updated annually.