Walk into the executive review with a decision path, not a metric dump.

Translate people signals into a clear leadership conversation and next action.
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Recognize the situation

Does this match your unfinished work?

  • We need a board-ready Talent view.
  • Our dashboard has too much information and not enough interpretation.
  • We need to explain the risk if we do not act.

What is getting in the way

The team has metrics and slides, but not a clear recommendation, risk view, or owner cadence.

What the next step needs to address

Critical roles are identified, but coverage, succession and resource decisions still need owners and follow-up.

What needs to be clear enough to proceed

Ignite clarifies the executive question, few metrics that matter, evidence confidence, narrative, and follow-through path.

Start here when identified critical roles need coverage, succession or resource decisions and leadership follow-up.

Clarify only the inputs or decisions that prevent a feasible scope. Usable analysis, AI drafts and existing tools can be accepted.

Start directly when the need, usable inputs and decision access fit. We agree only the remaining work.

A relevant starting option

Executive Talent and Succession Decisions

Review critical-role coverage, agree leadership actions and follow through with two progress reviews.

Explore the engagement
Other starting options
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FAQ

Questions about this situation

Usable inputs, scope and shared responsibilities. Book a scoping conversation to agree the remaining work.

What if we are preparing for an executive Talent review?
Start by clarifying what decision the review needs to support. If critical roles and evidence are clear, Executive Talent and Succession Decisions is the matching bundle. If the starting point is unclear, use the Clarity Check first.
Do we need to identify critical roles before starting?
Yes. The proposed scope covers one leadership team of up to six decision-makers and up to ten already identified critical roles. Separate role-identification work is added only where needed and agreed.
Does this assess or certify successor readiness?
No. We check the supplied evidence and its gaps and facilitate leadership coverage decisions. Independent assessments and successor-development delivery are separate. Naming a successor does not establish readiness, and a review does not mean a role has been filled.
How do eight-week reviews relate to the 90-day actions?
The proposed cycle includes a talent review and progress reviews in weeks six and eight. Up to three priorities have owners, resource decisions or explicit deferrals and 90-day milestones. The 90-day actions are planned and reviewed; they are not promised complete within eight weeks.
HR and Talent work, carried through. Bring usable findings, plans, AI drafts and tools. Ignite carries agreed preparation, checking, coordination, corrections and follow-up; your team retains approvals and assigned business actions.
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