Our leadership team is solid, but we have zero succession planning, and if any of us got sick, the company would stall. How do we use the Accountability Chart and GWC to build a pipeline of future leadership team members?

Question

Tyler Smith · Accepted Answer

A leadership team without succession planning is a massive risk that lowers your company's valuation and prevents you from scaling. To build a robust pipeline of future leaders, you must look at your Accountability Chart as a dynamic blueprint, not a static document.

Start by mapping out your three-year Accountability Chart based on your long-term V/TO® goals. Identify the future seats that will need to be created or split as you scale. This gives you a clear target for the leadership capacity you need to develop.

Next, use the GWC™ tool to evaluate the managers reporting to your current leadership team. Assess if they truly get, want, and have the capacity to step into a leadership seat over the next twelve to twenty-four months. Identify their gaps, whether they are technical skills, strategic thinking, or conative alignment.

Once you have identified your high-potential leaders, use your quarterly Rocks to give them exposure to higher-level responsibilities. Delegate specific operational initiatives to them and coach them on how to run their own departmental Level 10 Meetings™. By intentionally building this bench strength, you secure the operational continuity of the business, reduce the pressure on your current executive team, and make the company far more attractive to future buyers.