Serious Succession

Most boards take succession seriously. They review plans, discuss names, and express confidence.

The challenge isn’t intent. It’s visibility.

Boards often don’t have a clear view of leadership depth, readiness, or culture until a transition forces the issue. By then, decisions become reactive, and options narrow.

That gap is a governance issue.

In this article, I introduce the IP3 Talent Model™, a practical framework that helps management assess leadership strength with discipline and gives boards a structured way to oversee continuity, culture, and accountability before they’re tested.

If your board is accountable for protecting enterprise value, leadership oversight can’t rely on confidence alone.

Read the full article here

I’d welcome a conversation with peers who are thinking about how boards can govern leadership with the same discipline applied to financial and operational risk. Let’s connect here on LinkedIn.