Within succession planning, which component acts like a "crystal ball"?

The component that acts like a "crystal ball" in succession planning is identifying. This is because identification involves recognizing and evaluating potential leaders within an organization who can take on key roles in the future. By identifying individuals with the right skills, potential, and alignment with the organization's values and goals, leaders can forecast and plan for future talent needs and leadership transitions. This proactive approach allows organizations to minimize disruptions during transitions and ensures that they have capable individuals ready to step into critical roles when needed.

In contrast, coaching is more focused on developing the identified talent rather than predicting or identifying who should advance. Networking involves building relationships that can be beneficial for career advancement but does not directly contribute to anticipating future leadership needs. The option suggesting that none of these is correct implies that there is no relevant component, which overlooks the critical role of identification in succession planning.