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Executive Successor Readiness

Targeted coaching for leaders who have been identified as executive successors without a designated or specific role in mind.

Executive Successor Readiness

Common Pain Points

  • Retention of key leaders is of concern.

  • Talent bench is weak, especially for critical roles.

  • Leaders are not being fully utilized or engaged for strategic contributions and capabilities they can provide.

Executive leadership
1

Diagnostic

Assess the needs of the organization and successor candidates' personal interest and leadership capabilities.

2

Alignment

Aligning diagnostic findings with customized successor development needs and objectives.

3

Planning

Customized coaching plan to address and define targeted development areas as well as personal career trajectory.

4

Coaching

Regularly scheduled and just-in-time individualized coaching sessions and executive sponsor check-ins.

5

Evaluation

Customized post-engagement evaluations to assess impact and any further development needs.

Frequently Asked Questions

Executive Successor Coaching develops a leader for a specific identified role. Successor Readiness is for leaders who have been identified as high-potential successors but don't yet have a designated target role. The focus is on broadening their leadership capabilities and strategic readiness so they're prepared when the right opportunity arises.
That's exactly what this offering is designed for. Successor Readiness helps organizations develop leaders whose potential has been recognized, even when a specific role hasn't been designated. The coaching focuses on building versatile leadership skills, strategic thinking, and organizational awareness — preparing them for multiple possible paths.
Yes. While the primary use is for identified successor candidates, the coaching model is also valuable for leaders who show strong potential but haven't yet been placed on a formal succession list. It can serve as a way to evaluate and accelerate their readiness.
During the Diagnostic phase, Paragon assesses both the organization's needs and the individual candidate's personal interest and career aspirations. This dual focus ensures the development plan aligns with what the organization needs and what motivates the individual — which is critical for both engagement and long-term success.

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877-264-6200