LeadershipLab
Succession & 9-box
Succession is the conversation leadership teams should have every quarter but usually have once a year. LeadershipLab keeps the 9-box current, the successor pipeline visible, and the development plans accountable.
You have eight people who could be promoted to Plant Manager. Nobody has the list. Succession is whatever the CEO remembers in the board meeting. LeadershipLab maintains your talent pool, 9-box placement, development plans, and succession scenarios — so when the Plant Manager resigns on a Thursday, Friday isn't panic.
What LeadershipLab does.
LeadershipLab is the succession planning and leadership pipeline module — 9-box grids, successor mapping for critical roles, development plans, and readiness tracking over time.
Performance × potential grid with calibration, drag-to-reposition review sessions, and history of movement over time.
Flag positions as critical; map ready-now, ready-in-1-year, ready-in-2-3-year successors with coverage gap analysis.
Per-successor development plans tied to SkillForge learning paths, stretch assignments, and mentoring arrangements.
Leadership pipeline health dashboards by function, geography, and level — visible in Insight360.
Signals from PerformPro reviews, SkillForge completions, and manager observations aggregate into readiness scores.
Quarterly talent review meeting support — agenda, roster, calibration, decisions — all captured for audit.
A LeadershipLab cycle, end to end.
- 1Identify
Leadership flags critical roles and nominates high-potential talent into the pipeline.
- 2Calibrate
Quarterly 9-box calibration sessions review placements and successor readiness across the leadership team.
- 3Develop
Individual development plans link into SkillForge, stretch assignments, and coaching.
- 4Track
Readiness movement tracked over time; succession coverage reviewed per critical role.
LeadershipLab shares data with these modules.
No data re-entry. No broken integrations. One platform, one data model.