Succession Planning

Planning for the future

Succession planning is critical.  Every organisation talks about it but few take real action.  The loss of a senior leader can present more than an inconvenience – at the extreme end of the spectrum, it can present an organisational threat.  In addition, loss of a leader can lead to disruption, disappearance of knowledge, and organisational uncertainty.  Having clear plans in place can go someway to mitigate this.

Our Approach

  • Talent identification:

    Map those with future succession potential sitting outside the client organisation.

  • Development plans:

    Work with clients to put in place development plans to support experience and skill gaps for those nominated on a succession plan.

  • Leadership bench strengthening:

    Create talent pipelines to provide a pool of immediate go-to leaders when opportunities for sucession open up.

  • Risk mitigation:

    Minimise disruption by being prepared for future leadership changes.

Why Succession Planning Matters

Ensure continuity during a leadership transition:

Even if a full executive search is required, having clear succession planning maintains momentum and reduces disruption.

Strengthen employee engagement and retention:

At the leadership level, opportunities for career advancement act as significant retention mechanism.

Align leadership with organisational goals:

Groom leaders who understand the organisational culture and who can drive long-term strategy.

Preserve institutional knowledge:

Ensure that knowledge doesn’t walk out the door with one individual.

The Impact of Proactive Succession Planning

Great organisations are built on great leadership.  Well thought through, strategic succession planning ensures an organisation’s ability to thrive during times of transition as well as acting as a retention tool.