No decision is more important than the choice of the successors to the senior leaders of an organization. Yet despite its critical significance, and although it often takes years to develop effective senior managers, the large number of short executive tenures and sudden departures point to real problems in this area. Having a robust, structured succession plan ensures that your company has a good understanding of the candidate pool internally and externally to support the right choice for your next senior leaders, and acts as an insurance policy against unexpected change.
Contact one of our consultants to learn how Egon Zehnder International can help you identify internal candidates who are “ready now,” “ready soon,” and “ready in two years” and put processes in place to build up these candidate capabilities, or select an external candidate of distinction.
Read more about our perspective on Succession Planning:
A board's challenge: key criteria for choosing the next CEO, by Ashley R. StephensonSuccession planning is no longer just for CEOs, by George DavisWhy private equity firms are prioritizing succession planning, by Francisco J. ParetChanging your CEO, by Neil Waters
