this quarter I’m piloting a two-week internal posting window and a 9-box calibration to prep successors, but I’m struggling to turn those insights into concrete upskilling plans by role family. What training or frameworks have helped you translate succession plans into 90-day learning paths employees complete?
We turned 9-box insights into a ‘90-day learning path’ by requiring one artifact per month tied to the role family — 30 days: a customer brief, 60: a shadowing/rotation summary, 90: a small KPI move — and auto-enrolling the microlearning that supports each artifact. To keep momentum, we also gate your two-week internal posting window behind the first 30-day deliverable so progression equals proof of skill rather than course completion.