Your company’s long‐time Director of Talent Management has a…
Your company’s long‐time Director of Talent Management has announced her retirement effective in three months. The business leader insists on conducting an external search immediately and filling the role permanently before the incumbent leaves, citing the risk of losing momentum on key initiatives. Meanwhile, you know there are two high-potential internal candidates who could step up, but they would need structured development and a transition period to be ready for the role. What would you do next?