Succession Planning

Aging workforce?

Discover your Future Leaders

Common Challenges

1. Ageing Workforce

Many organizations have an ageing workforce, without effective succession planning

2. Leadership Successors

Only 28% of leadership roles are currently filled by successors

3. Resisting Bias

How do you resist bias when promoting someone?

4. Ensuring Success

Success in one job role doesn’t guarantee success at a higher level

How Network Centrality Can Help

1. Identify Current Leaders

who posed the greatest risk to operations when they retire;

2. Identify Future Leaders

who can succeed critical job roles


A highly customised survey

Using a short survey, and powerful data analytics, Network Centrality maps the collective relationship resources between individuals and teams. This computational analysis is visualized in graph form and measures the strength of each person’s role within the network.


Imagine that we have an ageing workforce of 184 employees within the Repairs and Maintenance Division of an Airline. How might Network Centrality support Succession Planning?


Employees would rate their colleagues based on how much they relied on each other to perform their jobs effectively. This data would then be integrated with retirement data.

What might we find?

Many teams operate in silos, with individuals only working with colleagues in their own teams. Certain individuals are more important to the success and integration of teams than others, in this illustration, the individuals highlighted in red. If these individuals are due to retire soon, they pose a greater risk of disruption to the network and workplace operations than their colleagues. By identifying critical individuals, important relationships, and potential successors; we can target succession planning resources to the areas that need it most, reducing the risk of disruption.

Potential Solutions

Fast-track programme

We would identify potential successors and place them on an internal fast-track leadership development programme to equip them with the necessary skills to become effective leaders.

Assign each successor a current leader as a mentor

This would help the successors and future leaders to develop their communication practices and working relationships with the colleagues who are important to the success of future operations.