Prior to and during the COVID pandemic, succession planning has been an effective method for training leaders to replace leaving or retiring leaders in an organization. However, research has shown that gaps in the succession planning process meant that employers have not been able to meet their needs in the post-COVID era. Employers replace a leader by finding an individual who fits the position’s requirements and grooming that employee to fit the role. Replacing these leaders plays an essential role in aiding the company to maintain its competitive advantage in all industries in both the private and public sectors. Training leaders require employers to adapt and create new training plans to remain competitive and retain employees in today’s industries. This research will show how intentional pathway planning is a better fit for businesses of all sizes as it provides the company with a holistic view to find a better match for the company. This article focuses on the following proposed areas: 1) succession planning’s shortcomings; 2) intentional pathway planning; 3) the need for intentional pathway planning for small, midsize, and large and growing industries; and 4) ways to implement intentional pathway planning.
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