Succession Planning · Workforce Strategy

Build Your Leadership Pipeline Before You Need It

Prepare the people, knowledge and capabilities your organization will need next.

Leadership transitions should not become organizational emergencies. Moran helps organizations identify critical roles, define the capabilities needed for future success and create practical development pathways that prepare internal talent for greater responsibility.

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01Identifycritical roles and knowledge

02Developinternal talent and career pathways

03Readyfor the next leadership transition

The Challenge

Who’s Ready When Your Key People Leave?

How Moran Helps

Build the talent and leadership pipeline before you need it.

10,000

baby boomers are estimated to turn 65 each day over the next two decades. If that experience is spread throughout your organization, you need a plan in place before they leave.

The Risk

Is Your Organization Ready for the Next Leadership Transition?

Critical Knowledge Is at Risk

Essential expertise is concentrated in a few key people.

Future Leaders Aren’t Ready Yet

Potential successors need experience and development before a vacancy occurs.

Career Paths Aren’t Clear

Employees don’t know what skills or experiences they need to advance.

Internal Talent Is Being Overlooked

Organizations recruit externally before fully developing people already inside.

“There needs to be a plan…to identify current personnel for promotion…and develop a mentoring program for current or future positions.”

Employee Assessment · State Investment Organization

The Moran Process

From Risk to Readiness

A practical, people-centered process to build your leadership pipeline.

01

Identify Critical Roles

Find the positions, responsibilities and institutional knowledge with the greatest continuity risk.

02

Define Competencies

Clarify the knowledge, skills, behaviors and technical capabilities needed for future success.

03

Assess Talent & Gaps

Understand current capabilities, development needs and potential internal talent.

04

Build Career Pathways

Make advancement opportunities and the experiences required to reach them more visible.

05

Develop Future Leaders

Use development plans, mentoring, coaching and targeted experiences.

06

Review & Sustain

Revisit the pipeline as roles, people and organizational needs change.

Workforce Strategy

Succession planning is part of a long-term workforce strategy

Moran helps you manage workforce change with a spirit of inclusion and evolution.

Competency Development and Assessment

Career Pathways and Knowledge Transfer

Individual Development Planning

Succession Planning in Practice · State Investment Organization

The Foundation for Workforce and Succession Planning

Moran helped a state investment organization build organization-wide competency models, career pathways and development tools as the foundation for workforce and succession planning.

Competency ModelsDefined capabilities across roles and leadership levels.

Career PathwaysMade growth and future-role preparation more visible.

Development ToolsSupported skill-gap development and individual planning.

The Payoff

What Strong Succession Planning Creates

Greater continuity when key people leaveStronger internal leadership pipelinesClearer development prioritiesMore visible career pathwaysBetter transfer of institutional knowledgeGreater readiness for future roles

Keep Exploring

Where Do You Want to Go Next?

Competency DevelopmentDefine What Future Leaders Need to Succeed→Leadership DevelopmentPrepare People to Lead→Service Essentials™ for LeadersCreate an Environment Where Talent Can Grow→360 AssessmentSee Strengths and Gaps From Every Direction→

See all Moran services →

Ready to Build Your Leadership Pipeline?

Let’s explore how Moran can help you develop the people and capabilities your organization will need for long-term success.