Succession & Leadership Transitions
Leadership change shouldn’t disrupt the business. We design succession systems and transition playbooks that keep strategy, culture, and momentum intact. The outcome is continuity you can measure, clear ownership, early wins, and durable teams.
Continuity without compromise
We turn vague succession risk into a documented plan: who is ready, by when, and with what support. Competitor and internal benches are mapped by readiness and risk so choices are timely and defensible. We choreograph transitions, scope, authority, communications, so exits and entries feel planned, not improvised. 30/60/90 landing plans convert intent into early wins, aligned stakeholders, and visible traction. Where needed, we run interim coverage in parallel so operations stay stable while the permanent choice completes.
From bench health to clean handovers
We build board-ready succession frameworks that codify roles, profiles, readiness bands, and triggers. Successor pipelines blend internal and external options, scored for capability, potential, and diversity. Emergency coverage plans pre-approve interim options, authority levels, and communications to protect customers. Transition playbooks provide checklists, calendars, and handover templates, governed, humane, and auditable. Every transition includes 30/60/90 plans, sponsor alignment, and retention checkpoints to secure momentum.
Planned, governed, and humane
We start by diagnosing succession risk and defining success profiles, readiness bands, and decision triggers. Our team maps benches, models scenarios, and designs coverage plans so timing and options stay clear. Transitions are choreographed with communications, authority, and 30/60/90 plans that create early wins. We review outcomes, refresh pipelines, and tighten the loop so continuity strengthens over time.
