Succession Planning
Identify and develop successors for critical roles using skills-based matching. Build leadership pipelines with data-driven insights, not gut feelings.
AI identifies potential successors based on skill profiles, not just tenure or manager nominations. Surface hidden talent.
Build leadership pipelines that work
Critical Role Identification
Identify which roles are critical based on impact, difficulty to fill, and incumbent risk. Focus resources where they matter most.
AI Successor Suggestions
AI suggests potential successors based on skill match, development potential, and career aspirations. Look beyond the obvious candidates.
Readiness Assessment
Assess successor readiness based on skill gaps, experience, and development progress. Now ready, ready in 1-2 years, or longer term.
Development Planning
Create targeted development plans to accelerate readiness. Learning, stretch assignments, mentoring, and coaching.
Bench Strength Dashboard
Visualize succession coverage across the organization. Identify gaps and risks at a glance.
Progress Tracking
Monitor successor development over time. Track readiness improvements and adjust plans as needed.
Clear readiness levels
A consistent framework for assessing and communicating successor readiness across the organization.
Skills-Based Readiness
Readiness is assessed based on skill gaps, not subjective opinions. Clear criteria for each level.
Ready Now
Meets 90%+ of skill requirements. Could step into role immediately with minimal ramp-up.
Ready in 1-2 Years
Meets 70-90% of requirements. Development plan in place to close gaps.
Ready in 3-5 Years
High potential with significant development needed. Long-term succession candidate.
Emerging Talent
Shows potential but needs substantial development. Watch list for future consideration.
Why skills-based succession matters
Surface Hidden Talent
AI identifies candidates that might be overlooked by traditional nomination processes. More diverse pipelines.
Objective Assessment
Skills-based readiness removes bias and politics from succession discussions. Data-driven decisions.
Targeted Development
Clear skill gaps enable focused development investments. Faster time to readiness.
Reduce Risk
Proactive succession planning reduces leadership continuity risk. Be prepared for unexpected departures.
HEXACO Personality Model
A scientifically validated framework for understanding personality traits critical to leadership success and organizational alignment.
H
Honesty-Humility
Sincerity, fairness, and resistance to exploiting others
E
Emotionality
Sensitivity, emotional dependence, and vulnerability to stress
X
Extraversion
Energy, social confidence, and enthusiasm for interaction
A
Agreeableness
Patience, forgiveness, and willingness to cooperate
C
Conscientiousness
Diligence, organization, and self-discipline in pursuing goals
O
Openness
Curiosity, creativity, and openness to new ideas
Predictive Value
Identifies ethical, resilient, and adaptable leaders. Highlights risk areas such as low integrity or low openness to change.
Leadership Alignment
Maps HEXACO traits to organizational leadership frameworks and success profiles for culture fit.
Data-Driven Decisions
Objective, consistent, and bias-reduced decision-making across succession processes.
Multi-Language Capability
84-item questionnaire available in English and Arabic with 5-point Likert scale, delivered digitally with AI-driven scoring linked to succession readiness.
Frequently Asked Questions
How does skills-based succession differ from traditional approaches?
Traditional succession relies on manager nominations and subjective assessments. WeSoar adds objective skills matching—identifying candidates whose skills align with target roles, surfacing hidden talent across the organization.
What is readiness scoring?
Readiness scoring assesses how prepared a successor candidate is based on skill match, experience, performance history, and development progress. WeSoar categorizes candidates as 'Ready Now,' 'Ready in 1-2 Years,' or 'Developmental.'
Can we plan succession for multiple scenarios?
Yes. WeSoar supports scenario planning for emergency succession, planned retirements, and strategic restructuring. You can model different successor slates and assess organizational risk.
How do we ensure succession diversity?
WeSoar provides diversity analytics within succession planning, showing demographic representation in successor pools. This helps identify and address potential bias in talent pipelines.
Ready to build your leadership pipeline?
See how WeSoar can help you identify and develop successors for critical roles.