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Succession Planning

Enterprises that fail to properly plan for a change in leadership can risk serious problems if a member of the executive team departs. This may set off a period of disorganization, during which teams at all levels lack leadership or direction. Worse, it can cause employees to become nervous or fearful about the direction of the company and its current state. All of this creates an environment that isn’t conducive to productivity and success.

If your organization doesn’t have a clear, well-planned succession strategy, you risk setting your company up for chaotic and stressful period of transition that could have a major negative impact on your business. It may also cause your company to lose the momentum and competitive standing your leadership and employees has worked so hard to achieve. This may be just the opportunity your competitors are waiting for - giving them the perfect chance to take advantage of your company’s disorganized state.


Succession is more than good governance; it’s sound business sense. A robust and sustainable C-Suite and hi-potential succession plan ensures the right person for the right role at the right time. Typically these are pivotal positions – roles with the most organizational impact. Most organizations talk about the right person, right role, right time and yet have no true sustainable process in place.

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