CEO turnover in 2019 was the highest it’s been in nearly 20 years. These changes at the top can send shockwaves through an organisation. To minimise any negative impact on momentum, morale, reputation or share price, companies need to establish their own bank of ‘ready now’ people who can step in and step up. Whether the departure of your most senior executives was planned or unforeseen, we have the experience and tools to help you smooth the transition.
The consequences of poor leadership are huge. Research shows that unsuccessful transitions into C-suite roles result in a 15% drop in performance and 20% less engagement among staff. While successful transitions can make it 90% more likely that teams will meet their three-year performance goals. With succession planning so crucial to business results, it shouldn’t just be the preserve of HR, or a discrete activity that’s triggered when necessary. The benefits of engraining it as a constant within a company’s culture and operations are indisputable.
of executives fail within the first 18 months
of annual salary is the estimated cost of replacing an executive
years - the median tenure for CEOs at large-cap companies
of global leaders think they are unprepared for their new roles
of companies commonly identify leaders by a single nomination
We build a deep understanding of your culture, challenges and strategic goals. We pinpoint the criteria for great performance in your most senior roles. Then, we identify and assess those with the potential – both inside and outside your organisation – to deliver.
According to recent research, as many as 83% of global leaders think they’re unprepared for their new roles. Only 32% feel their organisations adequately support new leaders. We help you develop the potential of your senior figures by showing you effective ways to nurture the skills they need.
We boost the likelihood of success with a tailored programme that supports onboarding, enhances integration and reduces the risk of your new leader not performing at their best.