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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?
Explore C-suite succession by role
CFO Succession
Our CFO succession planning experts meet you where you are in your succession journey, using proven methodology to identify, assess and benchmark your CFO succession candidates.
CHRO Succession
Your Chief Human Resources Officer shapes one of your most strategic assets—your workforce.
CTO, CIO or CDO succession
Bridge strategy and succession by defining the technology leadership capabilities you need to drive growth, and securing the leaders to deliver.
CMO succession
Every Chief Marketing Officer (CMO) change creates a choice: maintain your current course or set a new direction.
COO Succession
The Chief Operating Officer (COO) successor you need isn't simply the most obvious candidate.
CCO Succession
The Chief Commercial Officer (CCO) successor you need isn't just the top revenue performer.
GC Succession
The General Counsel (GC) role is broader, more complex, and more outward facing than ever before, making succession planning a must.
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.