For succession
Succession planning
Succession planning has to separate readiness now from potential over time, and needs evidence beyond a manager's nomination alone — which is often shaped by visibility and relationship as much as by actual capability.
Who this is for
Succession planners and talent-review teams preparing for critical-role continuity.
What IWPA examines
The relevant part of the Integrated Profile
- The full Integrated Profile against a target role family's demands
- Applied Judgment and Accountability under greater complexity
- Development gaps relevant to longer-term readiness
Practical benefits
What this actually gives you
A distinction between current readiness and longer-term potential
A read on alignment with a specific role family, not just general seniority
Concrete development requirements for closing an identified gap
A view of likely risk under greater complexity or ambiguity
Limitations
What this doesn't claim
Succession potential is presented as a profile, never collapsed into a single ranking number — it supports a planning conversation, it doesn't make the plan.
Profile or output
What you actually receive
OutputSuccession and Talent Review Profile
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