Reports & Insights

Talent Management

The Readiness Linchpin: Closing the gap between potential and ready-to-promote

Stu CrandellJoy HazuchaCori Hill

Too often, when a pivotal job opens up, organizations look toward their talent bench, and it appears somehow … shorter than expected. There might be people suited up, but few who are truly ready to get into the game.


The problem is that organizations overlook readiness—the crucial stage between high-potential identification and actual promotion. While high-potential programs pinpoint talent that will bloom with time, a “ready” candidate has already grown into the bigger role by acquiring the experiences and competencies required.


Readiness, like potential, can be measured through a combination of interviews and assessments including high-stakes leadership simulations. Simulations, in particular, are a reliable way to surface any shortcomings before putting someone into a mission-critical job. 

Author Profile: 

Senior Vice President, Korn Ferry Institute

Stuart Crandell is a Senior Vice President for the Global Offerings Group for Korn Ferry’s Leadership and Talent Consulting business, based in the Firm’s Minneapolis office. 

Global Vice President

Korn Ferry Institute

Joy Hazucha is Global Vice President, for the Korn Ferry Institute, based in the Firm’s Minneapolis office. 

Global Offering Lead

High-Potential & Enterprise Leadership Development

Claudia “Cori” Hill is the Director of Offering Management for Korn Ferry Leadership and Talent Consulting, based in the Firm’s Minneapolis office.

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