Team - Succession Plan.

Best for: Disclosing key-person risk in board reporting, answering the key-person question in fundraising due diligence, the annual HR review of the leadership pipeline, and evidencing management continuity in M&A diligence materials

Use: Use it when the slide has to answer "who covers this if that person leaves". Three to five critical roles sit as rows, each carrying the incumbent, the first successor, that successor's readiness, and a key-person risk grade. Typical homes are board governance reporting, the key-person section of fundraising due diligence, an annual HR leadership-pipeline review, and management-continuity evidence in M&A diligence. The point of the slide is that roles without a named successor stay visible as "No candidate" instead of being quietly dropped.

Avoid: Use team-intro, team-grid, or company-leadership to introduce who is on the team today. Use team-org-chart for reporting lines and hierarchy, company-org-chart for departmental governance structure, team-expertise-matrix for people-by-domain coverage, team-staffing-allocation for project effort allocation, team-hiring-roles to list open positions, and problem-risk-matrix to grade risks as events by likelihood and impact. Beyond five roles the row height runs out, so group them or split across two slides.