Succession is Strategy: Why Future-Ready Leadership Pipelines Matter

"How do we create a future-fit organisation?" "How can talent strategies truly drive retention?" These were just some of the questions explored in the first session of People & Culture Connect. Here’s what we shared about shifting succession from replacement planning to building and organisation's adaptive capacity.

This week I had the privilege of hosting the first session of People & Culture Connect, a new peer-learning network designed to bring senior People & Culture leaders together in an intimate, member-led space.

Our theme for the session — Succession is Strategy: Building Future-Ready Leadership Pipelines — couldn’t be more relevant. We are leading organisations through waves of technological change, demographic shifts, the green transition and ongoing economic uncertainty. In the face of this, succession planning is no longer a side activity. It is a strategic imperative.

From replacement planning to future readiness

In our conversation, we challenged the traditional notion of succession as simply replacing leaders. Instead, we explored what it means to create adaptive leadership pipelines that can future-proof organisations. Together we reflected on questions such as:

• How do we create a future-fit organisation?

• How do we equip ourselves for the future with both existing and new talent?

• What kind of leaders do we need to execute our strategy, and how do we develop them now?

A valued space for reflection

In addition to the content what participants valued most was the space the session created. Several people noted how rare it is to step back from the daily pace, connect with peers facing similar challenges, and reflect on what they do. The content and style of the session opened up that space — space to think, to question, and to reimagine.

As one participant put it, they “loved having the time to think, listen, learn, and share” — a sentiment that captures the energy and purpose of People & Culture Connect meetings.

Why this matters for P&C leaders

For senior P&C leaders, carving out these moments of reflection is vital. It enables us to look beyond the urgent and into the important: how to build leadership pipelines that are not only diverse and future-ready, but also capable of leading in an era defined by complexity and change.

This is the purpose of People & Culture Connect — to create an inclusive, collaborative community where leaders can exchange perspectives, test ideas, and strengthen their practice together.

I’m excited to continue this journey with the group, exploring the issues shaping People & Culture today and tomorrow.

If you're interested in joining a P&C Connect group, book a brief discovery call with me.