Helping Your Organization Reach Succession Expectations
We partner with organizations to unlock their full potential -- translating strategic succession goals into strategic results. Through tailored succession steps, data insights and a commitment to excellence, we help you overcome succession challenges, seize opportunities and create lasting value.
Executive Succession Accelerator
Immediate Succession Management for Busy Organizations.
When a senior executive leaves CHROs and the succession team must act quickly. Early action on critical success factors is essential like knowing who will lead the succession project. For high-profile successions, the clock is visibly ticking.
Our Succession Accelerator provides bolt-on services that complement your internal plans and team. We work seamlessly and confidently with CHROs, Boards, and succession leaders.
We accelerate the processes to:
Define ideal successor attributes
Validate and prepare candidates
Select an external search firm as needed
Complete interviews and assessments
Organize the finalist selection
Too often, succession steps drag out disappointing candidates, decision makers and potentially peers. Our goal is high satisfaction and results that meet expectations.
Succession Readiness Assessment (SRA)
Lack of Succession Readiness Poses risks to Stability and Long-term Sustainability.
Major companies like GE, Boeing, and Microsoft have shown how high the stakes can be with a destruction in value.
We deliver rapid Succession Readiness Assessments for Boards, CEOs, and new CHROs. These assessments offer an objective, external view of leadership bench strength, plan effectiveness and potential risks. Often, we are that best practices second opinion.
Our assessments examine:
Strategy and leadership alignment
Talent pipeline strength, diversity and readiness
Development plan and formal assessment practices
Succession scenario/contingency planning
Risk and crisis management strategies
Succession averages and misses
Recruiting firm relations, readiness and fit
Governance and accountability
Succession readiness should be assessed every 6 months—and periodically with outside objectivity. It’s smart risk management and sound governance.
Candidate Preparedness Coaching
Candidate Readiness for the Rigors of the Succession Process.
Succession candidates are often underprepared for the rigors of their succession candidacy. Potential successors may not even know the succession selection criteria or have never interviewed for a senior role. All the while, external recruiters are preparing and promoting their candidates over the entire process. Internal candidacies especially need to take preparation more seriously or risk being surprised.
Our Candidate Readiness Coaching looks to level the playing field. We help internal candidates show up with confidence, strategic readiness and leadership edge.
We prepare and advise candidates on:
Critical role and selection mandate knowledge
Career profile, leadership development and experience views
Accomplishment and track record highlights
Assessment and interview strategies
Fit analysis and strategic differentiators
Internal candidates are supposedly well-known yet sometimes their backgrounds and leadership qualities are not well known. It is important in any case that they are well-prepared and cognizant. Coaching internal candidates sends a powerful signal of commitment.
