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Succession planning used to cover only the top 1 to 5% of roles, where a vague ‘ready now’ rating had a built-in safety net: if an internal bet failed, an external search was almost guaranteed. Now succession planning is moving into middle management, bringing the same soft ratings to roles that never had that fallback. With UK employers slower to approve new vacancies, a wrong call is harder to fix. Here’s why readiness needs a real diagnostic, not a general impression.