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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?
Explore our development and transition offerings
Sustainable Leadership Masterclass
C-Suite Transitions
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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Featured 4 min read
Featured 8 min read
Frequently asked development and transition questions for C-suite leaders
What is executive search?
Executive search is a specialized executive recruitment service that involves working with a specialist executive recruiter to discover and onboard leaders for senior-level positions across your organization. This could be a new CEO, board member, CxO, or functional leader. Our executive search consultants work with you to strategically consider the best person for the job—and advise you on how to set them up for success.
How long does an executive search typically take?
While timelines can vary based on position and market conditions, our structured process typically delivers a shortlist of qualified candidates within eight weeks. Our data-driven approach and extensive networks help optimize the search timeline while ensuring quality outcomes.
What level of positions does Russell Reynolds Associates recruit for?
We specialize in C-suite and senior executive positions across functions and industries for corporations and non-profits globally. We have extensive experience placing Chief Financial Officers (CFOs), Chief Operating Officers (COOs), Chief Marketing Officers (CMOs), Chief Technology Officers (CTOs), Chief Digital Offices (CDOs), and Chief Information Officers (CIOs), Chief Human Resources (CHROs), Chief People Officers (CPOs), General Counsel (GC), as well as other critical C-suite positions and functional and division leadership roles.