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Succession Planning

Build a Leadership Pipeline That Supports Future Growth
  • Do you have a bench of trained leaders, managers, and supervisors for your growth initiatives?
  • Is your organization prepared for leadership transitions, especially in critical areas?
  • Will your operations be disrupted, your decisions delayed, or your employee confidence reduced if leaders retire or leave the company?

Organizations that proactively develop future leaders are better positioned to maintain stability, support growth, and adapt to changing business needs.

Succession planning helps organizations identify, develop, and prepare future leaders to ensure business continuity, preserve institutional knowledge, and maintain organizational performance.

Our succession planning services help organizations build a strong leadership pipeline, reduce talent risk, and ensure they have the right people ready to step into critical roles when needed.

Our Succession Planning Approach

Effective succession planning is not simply identifying who will replace a departing executive. It involves these steps:

  • Identify Critical Roles - We help organizations determine which leadership and key contributor positions are essential to future success and business continuity.
  • Assess Leadership Talent - Using interviews, assessments, performance data, and leadership evaluations, we help identify individuals with the potential to assume greater responsibilities.
  • Evaluate Readiness - Not every high performer is ready for the next level. We help organizations assess leadership competencies, development needs, and readiness for advancement.
  • Create Development Plans - Future leaders need intentional development. We help organizations create targeted development strategies that may include coaching, mentoring, stretch assignments, leadership training, and experiential learning.
  • Build a Leadership Pipeline - Succession planning should create depth throughout the organization, ensuring multiple qualified candidates are prepared to fill critical positions over time.

Leadership Development and Coaching

Succession planning is most effective when paired with leadership development.

We help high-potential employees, supervisors, managers, and emerging leaders strengthen the skills needed for future leadership responsibilities through:

  • Instructor-led training 
  • Training followed by reinforcement coaching
  • Developmental coaching
  • Executive coaching
  • Team coaching

By combining succession planning with targeted development, organizations accelerate leadership readiness and improve future performance. 

Benefits for the Organization

Organizations with strong succession planning practices often experience:

  • Improved retention of high-potential employees
  • Reduced turnover risk and associated costs
  • Better business continuity
  • Enhanced employee engagement and a positive culture
  • Greater organizational stability
  • Stable relationships with key clients

“Jeri’s impact on our organization extended well beyond individual leadership coaching. Her insights helped shape our hiring strategy, succession planning, compensation structure, and broader financial and organizational planning. In particular, her thoughtful guidance helped me navigate important decisions around partnerships and the long-term growth of the firm.”

Laura Fischer, Esq., Founder and Principal, Fischer Harbage and Associates

“Patrick has supported leadership development and succession planning discussions with our senior team. He has helped identify key roles, capability gaps, and development opportunities within the organization.”

Robert Davis, CEO, General Machine Works, Inc.

     

    Preparing Leaders for Tomorrow's Challenges

    Organizations that invest in succession planning are not only preparing for leadership transitions—they are building the leadership capability needed to support future growth and long-term success. Let us help.
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