Effective CCO succession planning should ideally begin three to five years before any anticipated CCO transition. This proactive timeline allows for thorough assessment, targeted development of internal candidates, and seamless knowledge transfer. While comprehensive CCO succession planning services can be developed faster, implementation timelines will vary based on your organization's starting point and objectives. We work with you to ensure the best outcomes for your unique circumstances.

While internal HR teams provide valuable support, our dedicated CCO succession services offer significant advantages: objective assessment of candidates, benchmarked data on CCO competencies across industries, and structured development methodologies for high-potential candidates. Our collaborative approach ensures all stakeholders are engaged in the process for optimal results.

• You'll receive guidance and support for long, mid, and shorter-term CCO succession needs to mitigate the risk of your organization being harmed by unplanned CCO vacancies. 

• Our expertise in leadership assessment and benchmarking will map your candidates against your future-focused strategy and goals, rather than your current state. 

• Our deep understanding of the external market will provide you with access to the best external CCO candidates while we rigorously assess your internal CCO talent bench. 

• Your internal CCO candidate(s) will feel engaged, informed, and respected throughout the process, regardless of the final selection outcome. 

• Your CCO succession candidates will receive the necessary transition support and ongoing development as they transition into the role.