We are using the Succession Accountability Chart exercise from the Step by Step Exit framework to plan our departure, but we are worried that putting future successors' names in leadership boxes will create a sense of entitlement or cause friction among employees who are not selected. How do we utilize this tool privately versus publicly?

Question

Tyler Smith · Accepted Answer

The Succession Accountability Chart exercise from the Step by Step Exit framework is a powerful tool for reducing key-person risk and preparing for a clean exit. However, rolling it out to the entire company too early can cause massive cultural issues. If employees see names in future boxes, it can create an unhealthy sense of entitlement for some and trigger feelings of resentment or panic for others who feel passed over.

This exercise must be treated as a private strategic tool for the leadership team and the owners. It should be kept off your public organization charts. The leadership team uses the Succession Accountability Chart to identify talent gaps, map out developmental paths, and plan for future hiring needs. It allows you to run objective assessments on who is ready now, who needs training, and where you must hire externally.

When you communicate with potential successors, you do not show them the master chart. Instead, you have individual career pathing conversations. You focus on their professional growth, their personal V/TO® alignment, and the specific skills they need to develop to GWC™ future seats. Keeping this planning private protects your culture while allowing you to systematically build a resilient management team that reassures buyers your company can run smoothly after you exit.