Here’s How a Leadership
Coach Can Help Your
Succession Plan

When we talk about business readiness, we often focus on quarterly projections and talent reviews. There's a clear urge to make everything accountable and easily reported, but we need to move beyond spreadsheets and get real about alignment when leadership transitions are on the horizon. 

The reality is that our world of work has changed. We are adapting to the impact of the “great realization” where executives are making decisions that impact how we work and how we prepare for leadership transitions. Otherwise, the disconnect between what leaders deliver on paper and how teams respond in practice will prevent any succession strategy from ever being fully successful. 

That disconnect often starts with a missed opportunity. Too many organizations treat succession planning as a checklist, identifying who’s next in line but not building the leadership skills that make the move seamless. Without a dedicated leadership coach to align development and expectations, even the most promising talent can fall short when faced with real challenges. Let’s focus on how leadership coaching intentionally develops leaders. This is the first step to closing the gap between potential and performance. 

When It’s Time to Call in a Leadership Coach 

These days, leaders face constant change, unexpected challenges and more pressure than ever before. We can't just wait for leadership problems to show up. We have to be ready with a strong talent pipeline of leaders who can step up when the moment calls for it. 

Leaders are leaving organizations unexpectedly, and the hybrid work environment has made it difficult to keep and recognize talent ready for succession. Right now, nearly 70% of executives are thinking about quitting because they want more support and chances to grow. At the same time, companies are pouring more than $200 billion a year into training, but less than 10% of that shows concrete results. 

The old ways of developing leaders just aren’t doing enough. Many companies are focused on strategies to execute for talent in the short term but are overlooking the preparation needed for long-term growth. 

So, what happens when a key leader leaves? Are you ready for a smooth handoff, or are you scrambling because you thought this person would stay? Maybe you’ve tried to prepare but haven’t found anyone in-house who can really lead and not just fill the role. 

Solid succession planning isn’t just about filling seats but identifying and developing leaders who are ready for what’s next. And it starts with bringing in a leadership coach who can deeply understand your organization’s needs and help you develop your leaders to confidently meet those needs. 

The Gateway to Real Succession Readiness 

Closing the gap between business readiness and leadership capability requires development that turns potential into action. Companies with solid mid-level leadership pipelines grow faster and handle change better than companies without. This advantage makes leadership coaching critical for preparing leaders who can step up and lead success. 

Succession planning is about building a resilient leadership talent pipeline that aligns a leadership development strategy with your organizational strategy. A leadership coach guides that journey to ensure the right people develop the right skills at the right pace. Effective succession planning uses candid coaching conversations as the foundation for creating leaders who don’t just fill roles but lead with impact. 

The Starting Point of Developing a Leadership Talent Pipeline 

Succession planning starts with clear, honest assessments — data-driven snapshots that reveal leadership strengths and pinpoint areas where improvement is needed. This comprehensive insight forms the foundation for coaching that’s laser-focused and aligned to your company’s strategic priorities. 

Right Management’s leadership coaching combines decades of expertise with proprietary tools to provide exactly that. Candidates who work with a leadership coach receive personalized guidance that identifies core leadership attributes alongside development gaps. 

Our coaches align the development needs with the competencies and values of the company. This ensures a cohesive approach to building future leaders who are aligned to company values and mission. Each leadership coach guides a tailored one-to-one coaching process that clearly defines a developmental roadmap for each leader. This includes an alignment session with the candidate’s manager to agree on priorities and make sure both talent and organizational expectations are fully in sync. 

Expanding Your Leadership Bench 

During the assessment process, a leadership coach often uncovers untapped talent that may have been overlooked. For example, if you have six direct reports, a leadership coach will assess them all to find who has the most leadership potential. This approach helps reveal strong future leaders whom their managers might not have fully recognized or nominated for leadership opportunities and coaching. 

It creates a defined leadership bench — a pool of prepared, engaged successors ready to step into critical roles when needed. This bench eliminates the need for last-minute scrambles to fill leadership roles with external hires. 

That matters because executive hires are expensive. The average cost exceeds $10,500. Investing in leadership coaching that develops and retains internal leaders allows you to save significantly while building stronger continuity and stability. 

Right Management partners with organizations to develop these leadership benches through tailored assessments, coaching and development programs. Our expert coaches identify hidden potential, close skill gaps and create personalized development plans that are aligned with your company’s strategy and culture. 

The Broader Benefits of a Dedicated Leadership Coach 

Even outside of preparing someone for their next role, a leadership coach keeps professional growth front and center. Leadership coaching creates personalized development plans that help leaders improve key skills like decision-making, emotional intelligence, strategic thinking and communication. 

Right Management recently published a report, “The Career Equation: What Attracts Talent Isn’t What Keeps Them.” The report looks closely into the disconnects between leaders and employees. In this research, we found that career development is a critical factor in employee engagement. Specifically, coaching is directly linked to retention and workplace satisfaction. 

Coaching shows employees that your organization values them — not just as workers who can get “better,” but as people who deserve real support and the chance to grow. This is especially important for millennials, who overwhelmingly want growth opportunities and meaningful engagement over quick financial rewards. Companies that don’t invest in coaching and development risk these talented employees moving on quickly in search of better opportunities. 

Is Your Leadership Development Strategy Set up for Success? 

Despite organizations investing billions of dollars annually in leadership development, 73% of HR leaders report their managers and leaders feel unprepared to lead change effectively. If your leadership development strategy isn’t explicitly designed to address your business challenges, you’re investing in programs that aren’t closing critical capability gaps. 

Targeted leadership coaching, combined with measurable development plans and ongoing manager involvement, ensures your development strategy delivers real outcomes. Without this, leaders lack the skills and confidence to execute complex strategies and navigate the fast pace of today’s business. 

Coaching + cohorts + action projects = high-impact leadership 

Right Management combines multiple development approaches to accelerate leader preparedness and help you build future-ready teams. Our programs integrate: 

• Executive one-on-one coaching tailored to individual strengths and potential 
• Group cohort coaching that builds peer networks and fosters collective growth 
• Action-oriented projects rooted in real business challenges — such as financial ownership, marketing strategy development and cross-functional leadership 

This multi-layered approach makes sure leaders develop both technical and relational skills, equipping them to thrive in increasingly complex roles. As you convert high-potential talent into ready-now leaders, you rely more on internal promotions that trim vacancy durations and reduce hiring costs. 

Data-driven pipelines form the backbone of this system, using insights and regular feedback to remove blockers and surface stretch opportunities. Managers and coaches share visibility into progress, enabling a culture of continuous growth. 

Succession Planning: More Than Moving People, It’s Building Resilience 

Promoting from within only works if you actively develop your talent pipeline. That starts with bringing in a leadership coach who is as committed to understanding your organizational needs as they are to making sure there’s someone ready for your next open leadership spot.