A properly designed CEO succession plan is absolutely necessary to maintain stockholder confidence.
The top management team and board members should never wait until the CEO has already planned their next move or retirement to develop a succession plan – rather every two years (or more often as the change-over date approaches) the board and TMT (top management team) should meet to discuss this plan.
Our clients find that CEO succession is much less complicated when facilitated by our team. Our evaluation not only considers internal and external candidates’ experience and results but also their overall skills that will be an integral part of the complex and context-dependent role of CEO.
By working with us as a third party succession consultant, our clients are able to be aided by our grounded, unbiased, and trustworthy assessment for the CEO succession process.
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