CEO & Leadership Succession Planning

Unlock your next generation of leaders

Ensuring the strength of your future leadership team is just as vital as the effectiveness of your current leaders. To assist you in this crucial aspect, our succession planning is tailored to identify and cultivate the next generation of C-Suite and critical leaders, both within and outside your organisation. Our executive succession planning approach is rooted in data-driven insights and a comprehensive grasp of your organisation's culture and strategic priorities.


Succession Planning & Management Which Works

Succession Planning
Planning for the succession of strategically significant leaders is critical to continued performance and stability. We work with clients to plan for succession - by combining powerful tools and deep expertise, we work to understand the incumbent leader (where applicable), their integration and performance to create a comprehensive benchmark and plan to identify and develop future leaders.
Internal & External Mapping
Whether we are looking inside the organisation, or further afield with integrated executive search, we reveal a benchmark of what you have internally, and contrast this against the wider market through detailed market mapping. This provides context to internal and external options for consideration. We use this data and the context of the project to provide a suite of the most suitable options.
Selection & Assessment
Our trained assessors will determine the most suitable blend of personality and ability assessments for the role. We then create an ideal profile, generated on the basis of a theoretical and/or actual incumbent profile. All of our assessments are professionally administered and referenced against senior leader norm groups - providing robust and appropriate data.

Why Do You Need Executive Succession Planning Consultants?

86% of CEO transitions arise from retirement or a planned exit, the other 14% from unplanned departures. Being prepared for both situations and experiencing a seamless transition when the time is right is critical.

Leadership changes have the potential to rock the boat or change its course entirely. Whether you are looking at long-term succession plan for a key leader, exit or have an emergency succession challenge, bringing in specialist expertise and powerful tools can be the difference between success and failure.

Whilst many organisations may have potential succession talent within, knowing how they compare with the incumbent and the wider market is a critical consideration. Succession planning is far from simple and possibly the most significant business critical transition your organisation will go through.

It needs to be done with careful counsel, insights and execution. That’s where we come in.

Our Approach To Succession


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Frequently Asked Questions For Succession

Succession planning is the process of identifying and developing employees to fill key positions within an organisation. It is a strategic approach to ensuring that the organisation has the talent it needs to achieve its goals, even when key employees leave or retire.

Succession planning is more than just finding replacements for top executives. It should also focus on developing talent at all levels of the organisation. This helps to create a deep bench of qualified employees who are ready to step up into new roles when opportunities arise.

Effective succession planning is data-driven. Companies should use assessments to identify the strengths and weaknesses of their employees, and then compare those results to the requirements of key positions. This helps to identify any gaps that need to be addressed through development or external executive search.

To develop a succession plan for a senior leader or CEO, you need to take a holistic approach in order to:

  1. Identify the key roles and positions in your organisation. What roles are critical to the success of your business? What are the key competencies and skills that are required for these roles?
  2. Assess your current leadership team. Who are your top performers? Who has the potential to move into more senior roles? Consider factors such as experience, skills, knowledge, and leadership potential.
  3. Identify potential successors. Once you have assessed your current leadership team, you can start to identify potential successors for key roles. This may include internal candidates, external candidates, or a mix of both.
  4. Develop a development plan for each potential successor. This plan should identify the skills and knowledge that the individual needs to develop in order to be successful in the role. The plan should also include opportunities for the individual to gain experience and exposure.
  5. Communicate the succession plan to stakeholders. It is important to communicate the succession plan to key stakeholders, such as the board of directors, senior leaders, and employees. This will help to ensure that everyone is aligned on the plan and that there is a smooth transition when the time comes.

Over 60% of internal promotions to executive positions fail within 18-months. This is primarily due to lack of planning, assessment and failure to consider a full talent map and careful transition.

Succession planning is therefore critical.

First, it helps to ensure that the organisation has a pipeline of qualified candidates to draw from when key positions become vacant. This is important because it allows the organisation to avoid disruptions to business operations and to attract and retain top talent.

Second, succession planning helps to develop future leaders. By identifying and developing high-potential employees, organisations can identify a pool of qualified candidates who are ready to step into senior roles when the time comes. This helps to ensure that the organisation has the leadership it needs to be successful in the long term.

Third, succession planning can help to mitigate the risk of unexpected departures. By having a succession plan in place, organisations can be prepared to fill key positions quickly and efficiently, even if an employee leaves unexpectedly. This can help to minimise the disruption to business operations and to protect the organisation’s competitiveness.