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62%of global executives believe their organization lacks a successful C-suite succession strategy. Source: RRA, Global Leadership Monitor 2024
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The unexpected departure of a key executive can throw even the most stable company into turmoil. Whether owing to a sudden retirement, health issue, or opportunity elsewhere, being caught without a C-suite succession plan can leave your organization vulnerable at precisely the wrong moment.
We help you sidestep pitfalls to find future-fit executives for C-suite roles, including CFOs, COOs, CHROs, CMOs, and CTOs, who’ll take your organization to the next level. And we ensure runners-up remain strong, contributing members of your team.
The C-suite succession questions we help you answer
Our comprehensive approach ensures successful outcomes for all stakeholders—identifying and securing the right future leader while keeping other successor candidates committed to your organization's success. By managing both aspects of succession, we help maintain momentum and organizational stability through every leadership transition.
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How do we identify and develop internal succession candidates who can drive our future growth agenda?
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What external talent could bring new capabilities to our leadership team?
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How can we ensure our succession strategy aligns with our long-term business objectives?
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What development experiences will prepare our high-potential leaders for C-suite roles?
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How do we retain valuable leaders who aren't selected for the role?
Make succession planning your competitive edge
C-suite succession is not a one-time event—but an ongoing strategic priority that shapes your competitive advantage in the market. We help you build your future C-suite today, developing diverse leadership pipelines that ensure business continuity and prepare you for what's next.
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Stay one step ahead of leadership risksA best-in-class C-suite succession process starts three to five years out. We help you develop a robust and dynamic C-suite succession plan that mitigates the risk of unexpected departures and positions your organization for uninterrupted, long-term performance. |
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Get to know your rising starsThe best C-suite successors often come from within your own four walls. We keep a laser focus on next-generation leaders across your ranks, so you understand their strengths, their weaknesses, their leadership styles, and the crucible experiences required to unleash their potential. |
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Unearth unusual suspectsOur approach to identifying, selecting, and developing C-suite successors uses benchmarked data and a time-tested methodology to find the right successors for your organization—not necessarily the obvious ones. |
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Frequently asked C-suite succession questions
How do I start a C-suite succession strategy for my organization?
Our C-suite succession process begins with a comprehensive evaluation of your current executive leadership structure and organizational goals. We conduct detailed competency mapping of existing C-suite positions, analyze potential succession candidates, and identify any critical skill gaps. This assessment provides a clear picture of your succession readiness and forms the foundation for developing your succession strategy.
How do I develop internal candidates for C-suite succession?
Internal candidate development involves creating personalized leadership development plans, implementing executive mentoring programs, and providing strategic exposure to board-level responsibilities. We help you assess your high-potential leaders to identify their strengths and derailers—and then develop tailored development plans to unlock their full potential. This structured approach ensures your succession candidates develop the comprehensive skill set needed for C-suite roles. We also provide dedicated executive transition support to ensure leaders get off to a strong start.
Can I implement C-suite succession planning while maintaining business confidentiality?
Yes, we implement strict confidentiality protocols throughout the succession planning process. This includes using secure communication channels, limiting information access to essential stakeholders, and creating discrete development paths for potential successors. Our approach ensures sensitive leadership transitions remain confidential while still engaging necessary participants in the process.