Businesses need to integrate workforce training, employee health, and leadership development into a single cohesive strategy in order to be sustainable. With the evolution of business and competition, leadership and retention of people has become much more important. This study helps fill the gap in planning for succession, employee mental health, performance management, and overall resilience of the organization. Using a mixed-methods approach this study relies on particular theories like Herzberg’s Two-Factor Theory along with the McKinsey 7-S Framework, which offers solid analytical underpinning, qualitative literature reviews were conducted together with quantitative data from 120 survey responses collected from various sectors in UAE, reflecting on the results, these components should have a strategic coherance to be retained for further growth. Other orders were successfully completed as well. Advanced succession planning has the potential to greatly increase employee engagement, enhance leadership effectiveness, and provide organizational resilience during periods of transformation. These are some of its practical outcomes, but there are others like succession planning being closely aligned to organization's leadership training and promotion strategies and the general organizational culture. These are the gaps for other researchers, but there are numerous ways HR managers can create effective risk plans using managed talent to achieve the objectives of the organization. Effective succession planning, as Ali et al. (2019) argue, has been shown to enhance both leadership functionality and employee motivation.