IT Leadership Succession Audit

Select your readiness level for each point (1 = Not Started, 4 = Strength).

1. The 'Why' is Articulated: The strategic reason for this transition is clearly understood as an opportunity by the leader, successor, and team.

2. Success is Defined: You have defined what "great" looks like for the role in 18 months, specifically regarding stakeholder trust.

3. The Conversation Has Started: There is an open, ongoing dialogue about aspirations and growth areas—not just a one-time announcement.

4. Growth is Active: Successors are already being entrusted with critical responsibilities in a "safe-to-fail" environment.

5. The Network is Transferred: Key relationships with peers, executives, and vendors are being intentionally transitioned.

6. Tacit Knowledge is Captured: You have a process to surface unwritten rules and intuitive judgment calls.

7. Team Climate is Considered: You are actively monitoring morale, uncertainty, and team voice throughout the transition.

8. Inclusive Legacy is a Priority: The transition is being used to strengthen belonging and equitable opportunity.

9. Timeline is a Roadmap: You have a phased, multi-month transition plan with responsibility transfer milestones.

10. Feedback Loops: There are mechanisms for the leader, successor, and team to correct the process as it unfolds.