In order to inform the succession pipeline, and to confidently make informed and strategic decisions, it is necessary for business leaders to have full visibility on their employee data. And the more data you can bring together, the more informed your decision will be. This could include: • Performance data: Can be obtained through performance reviews, ratings, feedback from supervisors and colleagues, and other performance-related metrics • Skills and competency data: The knowledge, skills, and abilities required for a specific role or job. • Talent assessment data: It can provide a comprehensive view of an employee's potential for future leadership roles. It is directly linked to learning and development (L&D). • Succession planning data: Historical data on previous succession planning efforts, which can also help identify gaps in the succession planning process and make improvements where needed. • Workforce demographics: Demographic data such as age, tenure, and job function