Joined-up talent planning
See successor readiness and realistic internal moves in one view instead of two disconnected exercises.
— Talent & Leadership
Succession and mobility
Connects succession readiness with internal mobility options across the org map so successor lists reflect who is genuinely available to move.
- Talent & Leadership
- Traceable reasoning
- Runs anywhere
3–4 weeks → ~40 minutes
For a full population, not a sample
No coding required
- Input
- Org map and team evidence
- Output
- Readiness buckets alongside viable mobility options
- Runs in
- Skillsize · ChatGPT · Claude · Copilot
- Export
- SKILL.md · MCP
- Time saved
- ~3–4 weeks per run
— USE CASES
What people use Succession and mobility for
Spotting over-nominated people
Identify individuals named as cover for multiple roles at once.
Mobility-led development
Use adjacency and coverage analysis to plan moves that close succession gaps.
What it works from
- Org map and team evidence
- Critical role and success-profile definitions
- Readiness criteria and mobility constraints
What you get back
- Readiness buckets alongside viable mobility options
- Coverage analysis across roles and people
- A movement plan grounded in evidence, not preference
— HOW IT BEHAVES
How Succession and mobility produces its result
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
Coverage across the leadership population, both directions
A coverage pass shows which leaders are supported by evidence and which are not — including requirements with nothing behind them and material that supports nothing.
Leaders banded, not argued
Every leader lands in a defined band, so thresholds you set decide the outcome instead of whoever is interpreting it that day.
Capability read from the evidence
Skills and requirements are read out of assessment, review and performance evidence as structured data rather than inferred from job titles.
Grounded in your own context
Your strategy, standards and prior work are loaded first, so conclusions about the leadership population are anchored to your situation.
Anchored to your actual structure
Analysis runs against your real reporting lines and leaders rather than an assumed org shape.
Live research on the leadership population
Current external sources on the leadership population are researched during the run rather than recalled from training data, and every source travels with the output.
Why this is expensive by hand
Succession and internal mobility are usually planned separately, which is why the same person appears as the answer in three plans. Joined-up talent planning is the typical trigger — see successor readiness and realistic internal moves in one view instead of two disconnected exercises. Get it right and the conclusion holds up in the room; get it rushed and it gets picked apart. Either way it costs roughly 3–4 weeks of experienced attention.
How this Skill produces it
Skillsize turns that work into a Skill: you supply the material, and what comes back is readiness buckets alongside viable mobility options, with coverage analysis across roles and people. The criteria, ordering and review points that make the answer trustworthy are encoded in the Skill itself — which is the difference between a structured method and a prompt someone pastes in. In effect, 3–4 weeks of senior time compresses into ~40 minutes — and the output is comparable across clients, quarters and colleagues instead of shaped by whoever ran it.
Who it's for
- CHROs and talent management leads
- Succession and leadership development teams
- Executive assessors and coaches
- Consultants running talent reviews
Run it in Skillsize — or export it anywhere
Succession and mobility exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
ChatGPTClaudeCopilotAI Products (MCP)
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