Leadership Succession
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Develop board processes for leading or advising successor development and selection
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Gain objectivity about successor readiness and business leadership needs.
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Clarify roles and differing responsibilities of family members, independent directors and senior leaders in the candidate development and selection process.
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Prepare and reinforce team strengths to support the transition.
What clients tell us:
“Helped our board and senior leaders keep a sharp focus on the needs of the business, and at same time kept an essential level of sensitive awareness and patience in the process. Not an easy transition for the family at the time, but all of us are pleased with the results produced by our first non-family CEO.”
