When your manager leaves, who steps into her role? If a new position opens across the company, how do you make sure you’re considered—or even know it exists before it’s filled?
Succession planning is a popular topic at HR and leadership conferences. But in many organizations, it’s seen primarily as a leadership or organizational issue. That’s only half the story.
According to Wikipedia, succession planning is “a process and strategy for replacement planning or passing on leadership roles. It is used to identify and develop new, potential leaders who can move into leadership roles when they become vacant.”
We like to call it the “What if Kevin gets hit by a bus?” problem.
The Problem with Succession in a Remote World
One common refrain in HR circles is how hard it is to identify potential leaders—especially in today’s flexible and hybrid workplaces. In the past, when most people worked onsite, it was easier to observe behavior, gauge potential, and tag individuals for development. But in a more distributed environment, that casual visibility is harder to come by.
If you’re working remotely (even part-time), how is the friendly HR manager supposed to know that you’re interested in moving up or across the organization? How can you get development opportunities if nobody knows you’re looking for them?
Fair or not, those who are less visible are often less likely to be top-of-mind for promotions or stretch assignments. Leaders may—consciously or not—perceive those in the office as more engaged, more ambitious, or more connected. They may have stronger internal networks simply because of proximity.
That doesn't mean remote employees are less capable. But it does mean they need to be more intentional.
Don’t Wait to Be Noticed
If you want to grow in your role, earn a promotion, or explore a new opportunity inside the company, the worst thing you can do is sit and wait to be discovered.
In our book The Long-Distance Teammate: Stay Engaged and Connected While Working Anywhere, we talk about this idea and give it a name: Ethical Visibility.
What Is Ethical Visibility?
Visibility means your manager and teammates know the value you bring—and that you’re interested in growing. That doesn’t happen automatically. You have to make it happen:
Are you actively engaged in meetings and team discussions?
Do you volunteer for special projects or stretch assignments?
Have you expressed interest in new skills, departments, or roles?
Does your manager know your long-term goals?
Are you good enough at your job that you stand out from the crowd?
Your boss likely has 5–10 (or more!) direct reports. The odds that they know each person’s skills, goals, and aspirations intimately are slim. And it’s not entirely their responsibility.
What Makes It Ethical?
There’s a fine line between being visible and being self-serving.
Ethical Visibility means showing up and speaking up in ways that support your team and align with your company culture. It’s not about making others look bad so you can look good. It’s about contributing with energy and professionalism, helping the team succeed—and letting your potential be seen in the process.
This looks different in different cultures. In some organizations, quietly doing excellent work might be enough. In others, you may need to advocate more actively. Either way, visibility is a leadership skill—especially when you’re working remotely.
Make Yourself Known
Want to grow your career where you are? Ask yourself:
Does my boss know I’m interested in new challenges?
Do I seek out and apply for internal opportunities?
Am I developing skills for the future—not just today’s job?
Have I built relationships across departments or silos?
If the answer to those questions is “no,” you might be missing out on opportunities—not because you aren’t qualified, but because you simply aren’t visible.
Yes, HR and senior leadership are responsible for identifying potential leaders. But if they don’t know who you are—or what you want—they may not see you as a candidate.
Leadership isn’t something that just happens to you. It’s something you pursue. And it starts by making sure the people who can help you grow know that you’re ready.
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