Why Leadership Pipelines Break—and How Top Companies Fix Them

Leadership pipelines often look strong on paper—but break down when real decisions need to be made. High performers stall in stretch roles. Promising talent gets overlooked. Programs run, but impact stays unclear.
 
In this session, you’ll learn how companies like Microsoft, Diageo, and Cummins are rethinking succession, promotion, and development using simulation-based training and assessment. By placing talent in realistic, high-stakes scenarios, they generate behavioral data that surfaces potential, sharpens promotion decisions, and builds leadership capability that shows up on the job. 

You’ll leave with a clear, practical approach to: 

• Spot potential through observable behavior—not perception 
• Prepare high-potential talent for enterprise-level challenges 
• Promote with confidence using role-relevant data 
• Scale development without losing depth or relevance 
• Track growth and apply insights to strengthen your strategy

 
This session is designed for L&D and talent leaders who want a reliable way to build leadership pipelines—based on what people can do, not just how they look on paper.