Every business leader talks about growth. Few talk about what happens when important personnel leave the company. 

However, it is this gap, which concerns the empty seat at the top and the skills that walk out the door, that can stall progress faster than any market downturn. Succession planning is, therefore, a survival tool. 

For Irial O’Farrell, it’s the best strategy any company can invest in.

Irial is one of Ireland’s most respected leadership and performance experts. She has over 30 years of experience in talent development, executive coaching, and organizational design. She helps companies build strong leadership pipelines. 

Irial founded Evolution Consulting to solve one of business’s most overlooked problems: the lack of clear, effective succession strategies. And through her innovative talent software, RODi HR, she’s showing companies how to stop scrambling for talent and start growing it from within.

“The majority of managers don’t have a clear image of what ‘good’ looks like for the roles they manage,” Irial says. This vision laid the groundwork for a framework that has transformed how businesses approach talent, leadership, and succession.

The Succession Planning Gap: Why Companies Get It Wrong

Succession planning is talked about far less than sales strategies or market share, yet its impact is just as critical. Without it, businesses face sudden leadership vacuums, culture shifts, and costly recruitment cycles that can derail growth.

• Costly external hires: Hiring leaders from outside can inflate salary costs, raise the base pay by 18%, and still deliver disappointing results. Nearly 30% of external hires leave within a year, often leaving a trail of destruction behind.
• Hidden risks: The total cost of replacing a manager can reach 200% of their salary. Add cultural misalignment and morale dips, and the true price is far higher.
• Lost knowledge: When experienced employees walk out without successors ready, years of institutional knowledge vanish overnight.
• Cultural disruption: Misaligned leaders change company culture, pushing high performers to leave and creating ripple effects across teams.

Recruiting externally might feel like the quick fix, but as Irial puts it, it’s “a high-risk, high-cost strategy that drains your energy and drags your business performance.” Building talent internally takes time, but it pays off many times over.

Build, Don’t Buy: A Smarter Way to Grow Leaders

Irial believes in developing leaders from within. Her BUILD strategy helps companies shift from reactive hiring to proactive development. She focuses on clarity, structure, and consistent growth.

• Define what “good” looks like: Most managers can’t articulate clear performance standards for roles. RODi HR solves this by helping companies define tangible standards.
• Develop talent early: A strong succession plan starts years before a promotion. Focus on building the skills and mindset your future leaders will need.
• Align development with business goals: Leadership pipelines should reflect company strategy. RODi HR links talent development directly to business objectives.
• Measure performance meaningfully: Instead of outdated 1–5 ratings, RODi HR offers Performance Profiles that reflect actual performance scenarios and potential.
• Engage through continuous conversations: The software prompts regular check-ins, so performance and growth stay top of mind all year.

Irial’s methods have impacted companies across industries, from high-end furniture makers to legal firms. They report faster onboarding, smoother transitions into leadership roles, and improved performance at every level.

From Performance to Culture: The Bigger Picture of Succession Planning

Succession planning isn’t limited to determining who steps up next. It’s about shaping the kind of company you want to become. Irial emphasizes that every business has a distinct culture, and succession planning must reflect that.

• Cultural alignment: Talent development should reinforce the values and behaviors that define your organization. Generic solutions fail because they ignore this.
• Career clarity: Clear job families and progression paths help employees see their future within the company, boosting retention and motivation.
• Strategic agility: A strong talent pipeline gives companies the flexibility to adapt to market changes and new opportunities without losing momentum.
• Leadership confidence: Future leaders trained from within understand the business deeply, which reduces disruption when transitions occur.

For Irial, succession planning is a growth strategy in disguise. It’s how small and medium businesses scale sustainably, how cultures strengthen over time, and how organizations stay resilient.

Conclusion

The best leaders for the company might already be on the payroll. They just need the right development, the right guidance, and the right opportunities to grow. That’s the framework of Irial O’Farrell’s work, who turns potential into leadership and leadership into business success.

Through Evolution Consulting and RODi HR, Irial is helping companies build the future… a future where performance, culture, and leadership are aligned, and where succession planning is a central pillar of strategy.

Are you ready to stop reacting and start planning? Irial proves that investing in your people is crucial because the future won’t wait.

Disclaimer: This article is intended for informational purposes only and does not constitute legal or financial advice. Readers are encouraged to conduct their own research or consult with qualified professionals before making any business or HR decisions.