In today’s world of constant change, leadership transitions are no longer rare disruptions — they’re part of the new normal. Yet, most organizations remain dangerously under-prepared.
Why this matters
- A striking 86% of leaders say succession planning is an “urgent” or “important” priority — yet only 14% believe their company does it well.
- Among HR professionals, just 21% report having a formal succession plan and 24% an informal one, leaving more than half of organizations without any defined framework.
- Even in large companies, the focus is often narrow: for example, 28% of major companies say they have no formal CFO succession plan.
- For many business owners, the picture is equally concerning: only 54% of small-business owners say they’ve created a succession plan at all.
At Advanced Resources, we see it every day. Leaders know they need a stronger bench—but the majority of organizations have neither formal structures nor pipelines extending beyond the C-suite.
Where traditional approaches fall short
- It stops at the top. Most succession planning focuses on CEOs or senior leadership. What’s missing is a pipeline deep into the organization—middle managers, critical roles, and rising talent who are next in line.
- It’s treated as an HR exercise, not a business strategy. Too often, succession planning becomes an annual checklist rather than a continuous, strategic part of talent and business planning.
- It’s reactive, not proactive. Many organizations only start thinking about succession when someone announces their exit. By then, it’s often too late. The data show that many companies simply don’t have formal plans at all.
- It lacks ownership. HR may lead the conversation, but the business must own the process — with accountability, clear metrics, and alignment to business priorities.
A better way forward
Modern succession planning must evolve from replacement-planning to readiness-building. At Advanced Resources, we help clients make that shift through:\
- Capability mapping — Identifying the future skills you’ll need, not just today’s roles.
- Leadership development tied to real work — Stretch assignments, coaching and exposure that accelerate readiness.
- Integrated workforce & talent planning — Connecting succession to your business strategy and operations so you’re building bench strength where it matters.
- Cultural accountability — Cultivating the mindset where every leader is responsible for developing talent, not hoarding it.
When done well, succession planning is more than risk mitigation — it’s a growth engine. It builds continuity, drives engagement, and signals to your people there’s a path forward.
The bottom line
The next chapter of leadership in your organization isn’t about titles or tenure — it’s about readiness, resilience and relevance. If your succession plan lives in a binder on a shelf, it’s time to bring it to life.
Let Advanced Resources help you rethink how you build your future leaders — before you need them.
About Advanced Resources
Advanced Resources partners with leading organizations providing solutions and staffing services to address specific challenges directly impacting human resources and accounting & finance. Over the past 30+ years, Advanced Resources has been recognized as a perennial Top Workplace while helping clients secure the best talent to meet their strategic goals. The team of Advanced Resources is comprised of accomplished industry professionals that understand people are the heart of all organizations. Advanced Resources offers a personalized approach and proven processes to help with strategy execution.
To learn more, visit www.advancedresources.com, subscribe at AdvancedInsights, or follow us at AdvancedResourcesLinkedIn.
