Succession Planning and Retention Risk Workshop
$27
An Introductory Succession Planning and Leadership Risk Workshop
Within your organization, do you know who’s ready to lead, who’s at risk of leaving, and where there are vulnerabilities within your organizational chart?
What would happen if one of your most critical employees resigned tomorrow?
Would you know who could step into their role? Would essential knowledge, client relationships, or critical processes leave with them? Would your leadership team have a plan—or immediately go into crisis mode?
The warning signs may already be visible:
• Your strongest employees are carrying more and more of the workload.
• A critical process depends almost entirely on one person.
• A promising employee keeps asking about growth but receives vague answers.
• A high performer has become quieter, less engaged, or less willing to take on more.
• A longtime leader is approaching retirement, but no successor is prepared.
• A talented individual contributor was promoted into management but never developed to lead people.
• Everyone assumes a critical employee is happy and planning to stay, but no one has actually asked them.
These may appear to be separate people challenges. Together, they can create significant leadership, operational, and organizational risk.
Succession planning is not simply choosing who will replace a senior executive someday. It is understanding who is ready to grow, who needs development, who may be at risk of leaving, and how significantly their departure could affect the organization.
JOIN ME FOR THIS LIVE, ONE-HOUR VIRTUAL WORKSHOP
Date: Wednesday, November 4, 2026
Time: 11:30 - 12:30 PT
Location: Zoom link to be sent after purchase and again prior to the workshop
During the this workshop, I will take you inside a realistic yet fictional company facing rapid growth, leadership transitions, and retention concerns.
You will meet three employees and see them plotted across two complementary tools:
• The Performance and Potential Matrix
• The Retention Risk and Organizational Impact Matrix
Through their stories, you will discover how easily leadership teams can:
• Overlook emerging leaders
• Confuse high performance with leadership potential
• Assume valued employees will stay
• Underestimate the impact of losing dependable employees
• Focus on retaining someone when a managed transition may be the better response
• Identify potential without creating a development plan
• Wait until a resignation exposes risks that were present all along
You will have an opportunity to participate and engage in the mapping of each of the employees as we discuss, calibrate and reflect on what these risks could mean for your organization, and learn about practical next steps.
YOU WILL LEAVE WITH:
• A clearer understanding of modern succession planning
• An introduction to both 9-box matrices
• Greater awareness of hidden leadership and retention risks
• Questions to bring back to your leadership team
• A practical starting point for identifying organizational vulnerabilities
• Information about the Leadership Readiness, Succession & Risk Assessment
THIS WORKSHOP IS DESIGNED FOR:
• CEOs, founders, and business owners
• Executives and senior leadership teams
• Human Resources and People leaders
• Organizations preparing for growth or leadership transitions
• Leaders concerned about retaining critical talent
• Anyone responsible for leadership development, succession, or business continuity
The best time to prepare for the loss of a critical employee is before they decide to leave.
Reserve your place and begin replacing assumptions with meaningful insight—and meaningful action.
WORKSHOP DETAILS
• 60-minute live virtual workshop
• Interactive overview and case study
• Calibrate and discuss placement on Succession Planning & Retention Risk matrices
• Investment: $27 per person
Led by Amy Quesenberry, Culture and Operations Strategist and creator of Start With Compassion®. Amy partners with leadership teams to identify who is ready to grow, who is at risk of leaving, and how to build a stronger leadership bench—so their people and their business can thrive.