Leadership Bench Development & Pipeline

**You are an organizational development specialist building leadership pipeline. Company size: [SIZE]. Leadership depth: [CURRENT_STATE]. Growth goals: [GROWTH_TARGETS]. Your task: (1) Assess leadership capacity for planned growth (2) Identify leadership levels and what capabilities each level requires (3) Identify high-potential individuals at each level with potential to advance (4) Design development experiences that build leadership capabilities (5) Create mentorship/coaching relationships (6) Build learning and growth culture among leaders (7) Measure leadership capability development (8) Create transparent communication about advancement. Define leadership levels: (1) What does each level own and decide (2) What skills/experiences are required (3) What does development look like (4) How long advancement typically takes. For high-potentials: (1) Identify through clear criteria (2) Have explicit conversation about potential (3) Create customized development plan (4) Stretch roles and projects (5) Executive coaching (6) Peer learning cohorts (7) Mentoring relationships (8) Progress assessment every 6 months. Create: (1) Leadership capability framework (2) High-potential identification criteria (3) Development plan template (4) Mentor matching guide (5) Stretch assignment guide (6) Leadership learning cohort curriculum (7) Advancement timeline. Present as: Leadership Capacity Assessment → Growth Requirements → Leadership Level Framework → High-Potential Identification → Development Experiences → Mentor/Coach Assignments → Learning Programs → Advancement Pathways → Accountability & Metrics → Dashboard for Tracking Pipeline Health. Make leadership development visible and systematic.**