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$1 trillionThe value destroyed annually across the S&P 500 by excessive turnover at the top. Source: Harvard Business Review
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Leadership transitions are make-or-break moments for your organization. Too often, organizations learn this the hard way: either promoting internal successors without properly preparing them for expanded responsibilities or recruiting promising external leaders only to see them derail.
Our development and transitions practice helps you build strong leadership pipelines and ensure successful integration of both internal and external candidates, reducing risk and accelerating time-to-value for your critical leadership roles.
The development and transition questions we help you answer
The pace of change and increasing leadership complexity demands new approaches to developing and integrating leaders. We partner with organizations to demystify this process and provide clarity on their most pressing leadership questions.
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How do we identify and accelerate the development of our leaders?
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What development strategies will prepare our emerging leaders for increasingly complex roles?
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How can we ensure successful CEO or executive transitions for both internal promotions and external hires?
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What support do our leaders need to navigate critical career inflection points?
Building tomorrow's leaders demands new thinking
Our proven approach combines rigorous assessment insights, targeted development coaching, and structured transition support—helping leaders hit the ground running.
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Build sustainable leadership pipelinesWe help you create robust development frameworks that identify and grow your next generation of leaders, ensuring strong succession options for critical leadership roles. |
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Reduce leadership transition risksAccess structured support and guidance to help new leaders navigate complex stakeholder environments and cultural dynamics—and significantly reducing the risk of transition failures. |
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Accelerate time-to-impact for new executivesOur targeted development strategies and transition tools help leaders quickly understand your organizational context and deliver meaningful results in their first 6 to 12 months. |
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Frequently asked development and transition questions for C-suite leaders
How do you help organizations build robust leadership pipelines?
Building your next generation of leaders requires strategic foresight and systematic development. Our approach begins with understanding your organization's strategic direction and the leadership capabilities needed to achieve it. We work with your board and executive team to assess your current leaders, identify future leadership requirements, and design comprehensive development programs. This includes creating structured pathways for high-potential leaders, ensuring key positions have viable succession options, and maintaining leadership continuity through planned and unexpected transitions.
What makes leadership transitions successful?
Successful transitions require careful planning and support at both organizational and individual levels. We help you create transition frameworks that maintain business momentum while enabling leaders to step confidently into new roles. This includes clarifying expectations, establishing key relationships, and providing targeted support during the critical first months. We work closely with your board and executive team to ensure transitions are well-managed, risks are mitigated, and new leaders are positioned for success.
How do you support leaders moving into broader roles?
As leaders take on expanded responsibilities, they need to develop new capabilities and perspectives. We help organizations create structured development experiences that prepare leaders for broader roles. This includes exposure to strategic challenges, cross-functional projects, and targeted skill development. Working with your executive team, we design transition support that helps leaders adapt their leadership style, build new stakeholder relationships, and deliver impact in their expanded roles.