4–5
Your bench is strong.
Keep it that way. Revisit succession with your board once a year, and keep developing the leader who could step up next.
2–3
You have gaps.
Most organizations land here. Start with the questions you answered no to. Write down the board's role in a transition, and make sure at least one other leader shares your top leader's key relationships.
0–1
Start now.
If your leader left tomorrow, your board would be starting from zero. Put succession on the next board agenda, and name who would lead for the first 30 days.
Next steps
- Get the free checklist: hiring leaders who stay →
- Get Stronger Together every week →
- See how Legacy Early College built its bench →
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