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Succession Planning That Delivers
With so much movement in the employment market, Boards are looking for more robust succession plans to give confidence that organisations have a ready pipeline of successors for critical roles.
But succession planning has become so heavily processed that most leaders are too exhausted by arguments over who-goes-where on the 9 Box to discuss the development and deployment of talent in a meaningful way. This results in a lack of tangible outcomes and succession gets put aside when it comes to key appointments.
Our three-stage approach simplifies succession planning and emphasizes the broader talent management cycle. This creates the capacity to put meaningful development and mobility strategies in place to accelerate readiness and align individual potential and organisation priorities.
If you are interested in bringing a fresh perspective into your succession planning or talent management framework, we'd love to talk to you.

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