{"id":3536,"date":"2026-08-11T20:40:28","date_gmt":"2026-08-11T18:40:28","guid":{"rendered":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/succession-and-growth\/"},"modified":"2026-10-22T21:04:50","modified_gmt":"2026-10-22T19:04:50","slug":"succession-and-growth","status":"publish","type":"page","link":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/succession-and-growth\/","title":{"rendered":"Succession & growth"},"content":{"rendered":"\n
\n\n
\n\n
\n\n

For organisations \u00b7 succession & internal mobility<\/p>\n\n\n

Who can take over<\/span>this role later?<\/h1>\n\n\n

Succession is often arranged based on who’s doing well right now. But performing well in the current role doesn’t predict whether someone fits the next one.<\/p>\n\n\n

\n\n
\n
Book an introduction \u2192<\/a><\/div>\n
What it delivers<\/a><\/div>\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
\"A<\/div>\n\n\n\n
\n\n
\n\n
Other challenges<\/span>
<\/i>Turnover<\/a> <\/i>Onboarding<\/a> <\/i>Teams<\/a> <\/i>Absenteeism<\/a> <\/i>Succession<\/a> <\/i>Leadership<\/a> <\/i>Organisation<\/a> All challenges<\/a> <\/div> <\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
\n\n
\n\n
\n\n

Sound familiar?<\/p>\n\n\n

Where it usually gets stuck<\/h2>\n\n<\/div>\n\n\n
\n\n
\n\n

Promoting people out of their strength<\/h3>\n\n\n

The best specialist becomes a manager, and loses exactly what made them good.<\/p>\n\n<\/div>\n\n\n

\n\n

Succession by gut feeling<\/h3>\n\n\n

“She’s ready for it” \u2013 based on impression, not on insight.<\/p>\n\n<\/div>\n\n\n

\n\n

Talent you don’t see<\/h3>\n\n\n

The people who don’t put themselves forward stay out of the picture when opportunities come up.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

\n\n
\n\n
\n\n

What it delivers<\/p>\n\n\n

What the me.scan adds here<\/h2>\n\n<\/div>\n\n\n
\n\n
\n\n