Too many organizations view succession planning as a process to eventually replace the CEO. This is too narrowly focused for today's rapidly evolving world. A much better approach is to think of the succession of the entire firm; every leadership role, both existing & those to be created. This "future-proofs" the entity regardless of what happens down the road. By following this logic, and the templates demonstrated in the book, every firm can implement its strategy through its leadership development program. It has 7 simple steps: 1) compare the existing to the future org chart; 2) prioritize critical roles; 3) nominate potential future leaders; 4) assess them; 5) create individual development plans; 6) implement the plans; 7) periodically reassess the program. The 30 secrets show you how to do this in sequence.