How would your organisation react if its CEO suddenly had a stroke? A succession plan should do far more than simply determine the path to replace only one person. It must create a talent pipeline dedicated to developing the capabilities of potential leaders as well as the people who will fill in behind them. It must also identify how the positions themselves will evolve to advance the company. How can your organisation's succession plan help you stack your personnel in a way that moves the organisation—no large or small—strategically toward the future?