Succession Planning & Readiness Flashcards
7 cards from real DDI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Succession Planning & Readiness flashcards as text
In DDI's succession planning framework, what is the primary purpose of a 'talent review' meeting?
Answer: To calibrate assessments of high-potential employees and succession candidates
Talent review meetings in DDI's framework are calibration sessions where leaders discuss and align assessments of high-potential employees and succession candidates across the organization.
Which DDI concept refers to the gap between an individual's current leadership capability and what will be required in a targeted future role?
Answer: Readiness gap
A readiness gap in DDI terminology identifies the difference between a candidate's current capabilities and the requirements of the target succession role.
According to DDI research, what percentage of organizations report having a strong pipeline of ready-now successors for critical roles?
Answer: Fewer than 15%
DDI's Global Leadership Forecast consistently shows that fewer than 15% of organizations feel they have a strong bench of ready-now leaders for critical positions.
What does DDI mean by 'bench strength' in the context of succession planning?
Answer: The depth and quality of talent available to fill key leadership positions
Bench strength refers to how many qualified, ready, or nearly-ready candidates an organization has available to fill critical leadership roles.
In DDI's model, a 'ready-in-two' succession candidate is best described as someone who:
Answer: Needs approximately two years of development before being ready for the target role
A 'ready-in-two' designation means the candidate requires roughly two years of targeted development experiences before they will be fully ready to move into the succession target role.
Which factor does DDI emphasize as most critical when determining if a high-potential is truly succession-ready versus just high-performing?
Answer: Demonstrated ability to apply leadership behaviors across varied contexts
DDI distinguishes succession readiness by whether a candidate can apply effective leadership behaviors across different and increasingly complex situations, not merely by performance metrics.
When using DDI's Acceleration Pool approach, how are pool members primarily identified?
Answer: Through a combination of performance data, leadership assessments, and multi-rater feedback
DDI's Acceleration Pool approach uses multiple data sources — performance data, objective assessments, and 360-degree feedback — to identify pool members with rigorous consistency.