Despite increased investments, most organizations don’t have the leadership candidates in place to meet future demands. In fact, CEB research finds that only 28% of current leaders were predetermined by a succession plan.

Four common breakdowns of succession management:

1. Pipelines to nowhere create leaders for roles that might not exist in the future.
2. Narrow pipelines do not supply enough successors to meet demand.
3. Clogged pipelines have insufficient opportunities for high-potential employees.
4. Rusty pipelines deliver suboptimal successors. 

This white paper outlines the four ways that traditional leadership pipelines are broken and the steps needed to shift toward a portfolio management approach to effective succession management, including best practice case studies to get started.  

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