Step 1
Add priority roles
Define the leadership roles you want to protect first, so every candidate and mentor track has a clear destination.
About The System
A clear path from priority role to leadership readiness.
Leadership Continuity gives your organization a guided way to identify the roles that matter most, connect candidates with mentors, and record the development work that builds leadership readiness.
Priority RolesMentor TracksDevelopment Records
Priority Roles
Define the roles your succession program needs to protect.
Mentor Tracks
Connect each candidate, role, and mentor in a shared track.
Development Records
Capture development work and review readiness over time.
Guided Setup Journey
Set up the program, then put mentoring work in motion.
Start with priority roles, add the people who will do the work, connect each candidate to a mentor track, and use development records to build the leadership bench while retaining your culture.
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Step 2
Add people
Add the candidates who will move through the succession process and the mentors who will guide them.
Step 3
Connect mentor tracks
Connect each candidate to a priority role and mentor, creating a focused development track with shared context.
Step 4
Start a development record
Launch the leadership development record and use mentoring activities, project work, and readiness reviews to build evidence over time.
Step 5
Build bench strength, retain culture
Use the insight from each development track to strengthen the internal bench while carrying forward the values and knowledge that make your organization distinct.
The Development Narrative
Begin by selecting the priority roles you want your continuity plan to protect. Those roles give the program a practical focus from the beginning.
Next, add candidates and mentors, then connect each candidate to a target role and mentor. A mentor track gives everyone the same view of the development goal and the relationship supporting it.
Start a leadership development record to document mentoring conversations, preparation work, projects, and readiness evidence. Over time, that work builds a stronger bench while helping the organization retain its culture and institutional knowledge.
What This Builds