CEO & Leadership Succession Planning

Who We Are Mission Team Clients PMP In-Print Sharon Randaccio Rita Markle Patti Kinz Rebecca Benaglio Jennifer Evans Jenna Regan Assess Organization Assess Talent Develop Talent Transition Talent High Performance Culture Scan Balanced Scorecard Workforce Plan Employee Engagement Succession Planning Hiring for "Fit" Talent Assessments for Selection & Promotion Leadership Assessment 360° Feedback Job Profiles & Competency Development Leadership Coaching Leadership Development Supervisory Training Team Dynamics Career Decision Making Corporate Outplacement
CEO & Leadership Succession Planning
A robust and sustainable CEO and leadership succession plan is one of the most pivotal functions a Board of Directors can provide. For public companies, ineffective CEO succession will attract intense shareholder scrutiny and result in lost shareholder value. The need for succession planning is also critical for family owned businesses. With three of every four business owners reaching retirement age in the next decade, there is a significant need for owners to be more proactive in planning and implementing an integrated succession transition. All boards and business owners need to ensure that strong, competent managers are leading their companies. Questions to consider: What are you doing to ensure a smooth transition and maintain the confidence of your investors, customers, employees and family? Does the selected successor have the skill set to execute your strategic plan? Does the quickly growing “start up” have the right management team in place to create the infrastructure required to sustain the growth? Do you have the talent to embark on an M&A strategy or focus on aggressive organic growth? Do internal candidates need additional development and coaching to prepare them for CEO and key leadership positions? To meet the needs of the organization and its shareholders, it is critical to start Leadership Development and CEO Succession Planning now. Immediately address emergency successor and process - What happens in the first 24 hours after an emergency event (termination, illness, death or disability) that affects your CEO or other key leader? Who leads the charge to replace the CEO? Who leads the Company? Start planning 2-5 years prior to a planned retirement of your CEO or key leaders - Assess and develop benchstrength. Groom the future leadership team. Benchmark leadership skills and ensure they match your strategic plan. Our Approach Succession planning is finding the right c-suite candidate who is best suited to lead your company’s future. The first step is to look at internal candidates for “fit”. Succession planning must be an ongoing process with leadership development an important component.
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