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.
"Caroline spoke at a MBA Association of Ireland (MBAAI) event at the University of Galway business school and everyone walked away with a nugget of wisdom that resonated deeply. Her insights on leadership and resilience were inspiring. Her ability to engage the audience with real, actionable advice was truly remarkable. I highly recommend Caroline to anyone navigating leadership in today’s fast-paced world."
Sandra Grogan, President, MBA Allumni, Western Chapter, Ireland
Our Method
Talking about Talent
Where we identify potential leaders against key criteria based on your strategy and Executive Team composition.
Talking to Talent
Supporting leaders to have meaningful development conversations; and designing a menu of individual and collective interventions which will close key capability gaps.
Deploying Talent
We scan your organisation for opportunities for stretch assignments, mobility opportunities or projects which can accelerate readiness and de-risk your succession plan.