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, both directions
A coverage pass shows what is supported and what is not — including requirements with nothing behind them and material that supports nothing.
Banded results
Results are placed into defined bands, so thresholds decide the outcome instead of individual interpretation.
Anchored to your org map
Analysis runs against your actual structure and reporting lines rather than an assumed org shape.
Live external research
Current external sources are researched during the run rather than recalled from training data, and the sources travel with the output.
Applied to every item
The same analysis is executed per item across the whole population, not on a sample.
Branching on the evidence
The path taken depends on what the analysis found, so thin cases and strong cases are handled differently by design.
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
- Independent consultants codifying their own methodology
- Strategy and transformation teams standardising delivery
- Internal advisory functions under pressure to produce faster
- Operators who need defensible output, not a one-off chat answer
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)
More Talent & Leadership Skills
Browse the full library →Talent & Leadership
Build a competency framework
Groups and merges skills from role profiles, standards and existing drafts into a single structured, consistently worded competency framework.
Talent & Leadership
Role benchmark research
Researches how a role is defined externally and reshapes the findings into a structured benchmark you can hold your own definition against.
Talent & Leadership
Potential and readiness
Assesses potential and readiness separately against calibrated criteria, showing the supporting evidence behind each bucket for talent review discussions.