A leadership simulation about succession planning and talent pipeline strategy. Invest in your people across three rounds — then face the crisis that reveals what you built.
One room for the whole leadership team. The host controls pacing; everyone votes together.
Objective: Build a leadership bench before a sudden departure event exposes whether the pipeline is real or only assumed.
Setup: Join the room with the code from your facilitator and participate as one leadership team.
How to play: Rounds 1–3 ask the team to invest limited budget across five candidates. Round 4 opens five key roles at once and forces promotion, external hire, or vacancy choices.
Your role: Debate the investment pattern, vote on candidate development, and decide how to fill roles when the sudden departure hits.
End condition: Debrief the gap between perceived readiness and actual readiness, plus what the investment pattern says about succession discipline.
The host picks the scenario. This frames the debrief without changing the mechanics.
Five questions. Use these to connect the simulation to your real organisation.