A best-in-class succession process starts three to five years out. We help you develop a robust and dynamic succession plan that mitigates the risk of vacancies and positions your organization for uninterrupted, long-term performance.
The 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 that will unleash their potential.
When done well, a succession process can be an effective tool for talent retention. Our best-in-class approach ensures a positive, professional experience for internal and external candidates, so everyone remains invested in your organization—even if they don’t land the top job.
Our approach to identifying, selecting, and developing C-Suite successors uses benchmarked data and a time-tested methodology to find the right successors—not necessarily the obvious ones. Mitigate the risk of vacancies, accelerate the development of high-potential executives, and position your organization for long-term success without the risk of interruption during moments when you need strong leadership the most.
55% |
65% |
62% |
of leaders say the availability of key talent and skills is a top threat, and one they feel least prepared to address. |
of global executives say they would be willing to change employers. |
of global executives think their organization does not have a successful strategy for C-suite succession. |
September 11, 2024 8 min read