As the current generation of leaders marches toward retirement, organizations are already finding it difficult to find qualified replacements. The challenge lies in both numbers and experience; there simply aren’t enough qualified people to fill vacated leadership slots. Too often training only occurs after employees are promoted.

One of the ways organizations are preparing for this leadership crisis is to prepare future leaders to take on larger roles as they grow with the organization. This approach not only “future proofs” against a mass exit of experienced leadership, it gives organizations the ability to retain vital institutional knowledge, as well as attract and retain high-potential employees.