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Where will your next VP come from if AI eliminated entry-level roles? What should boards ask about AI talent pipeline? How does AI affect leadership succession planning? - What is the board's role in talent pipeline strategy? How do you build executive bench with AI automation?

This is a Forbes article like Friday episode—short, sharp, tactical. And today, it's specifically for board members and the executives who present to them.
Because there's a question that should be on every board agenda that isn't:
"Where does our 2030 leadership team come from?"
Not "what's our AI strategy?" Not "what's our cost savings?" But "who are we developing to lead this organization when our current VPs retire?"
Because here's what's happening. Companies are eliminating entry-level roles for AI efficiency. The CFO shows the board: $2M saved. 15 positions eliminated. Tasks now handled by AI.
And the board applauds. Great ROI.
But 5 years from now, when it's time to promote someone to VP and there are no internal candidates, that same board will ask:"Why don't we have a leadership pipeline?"
In this episode, I give you 3 questions every board should be asking about AI workforce strategy. Not HR questions. Strategic governance questions.
This is succession planning for the AI age. And if your board isn't discussing it, you're already behind.
What You'll Learn:
- The 3 critical questions boards must ask about AI talent pipeline
- Why "hire experienced talent externally" is a failing strategy
- The Goldman Sachs insight: description expansion vs elimination
- How to calculate the real cost of empty leadership pipeline
- The board-level framework for AI-augmented talent development
Key Stats Referenced:
- 70% of job skills changing by 2030 (LI)
- 41% of college graduates underemployed (NY Fed)
- 5-7 years to develop entry-level to senior manager
- Youth employment ratio dropped 1.4% year-over-year
This is the 15minute episode that changes how your board thinks about AI ROI.
My book "The Coach's Brain Meets AI" is available on Amazon,

Email me at [email protected]

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