Succession management is essential for building future-fit leadership and ensuring continuity across critical roles.
With rising executive turnover, organisations must identify and develop high-potential talent for C-suite succession through strategic assessment, planning, and leadership development.
The Chief Executive, Chief People Officer and increasingly the Nominations Committee are keen to be assured of potential C-Suite successors given the turnover of seasoned leaders and preparation required to equip next generation leaders.
Often positioned as an annual review of leadership bench strength and potential risks Odgers supports the Chief People Officer:
-
Validate the internal C-Suite talent map of N-1/2 executives through our LeaderFit Executive assessments – including market benchmarking of N-1 talent, the entry positions for successors, and answer the questions ‘ready now’, ‘ready when’, ‘ready ever’?
-
Report to the Nominations Committee the strength of leadership capability underpinning the organisation’s performance and individual or cohort development, retention risks and resourcing solutions.
-
Align the C-Suite’s support of N-1/2 executives to develop in new roles, on-the-job or through critical cross-organisational initiatives.
-
Deliver cohort and individual development (e.g. 3-D Growth programmes, executive coaching, capability building modules).
-
Track the success of the investment by the individual, their line manager and the organisation through LeaderFit Impact surveys.
As partners, we enable the right focus, active attention and gathering of intel that underpins best-in-class succession management. Done properly, succession planning for the C-Suite level can propel and elevate the performance of the organisation and confidence of the Board.
