The biggest leadership risk facing organizations isn't a shortage of talent. It's a shortage of visibility.
As AI reshapes work, organizational structures flatten, and experienced leaders retire, many organizations are discovering they don't have enough senior leaders ready to step into increasingly complex roles. And the roles themselves are changing, with the definition of what it takes to lead shifting in real-time. Traditional succession planning was never designed for this environment.
In this new paper from Mercer, in collaboration with Workhuman, you'll discover why exactly the leadership pipeline is breaking, what it's costing organizations, and how leading employers are using new sources of workforce intelligence to identify tomorrow's leaders earlier and more objectively.
Inside, you'll learn:
- Why the leadership gap is structural, not simply a hiring challenge
- What's preventing traditional succession planning from identifying future leaders
- How recognition data reveals leadership potential that performance reviews often miss
- Practical strategies for building a more dynamic, data-informed leadership pipeline
- How Arkansas Children's is combining recognition with workforce data to identify emerging leaders before competitors do
If your organization is relying on external hiring to solve leadership shortages, this report offers a different path — one built on finding and developing the talent you already have.
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