Succession Planning
Our Model
We have developed a succession planning model specifically for Private Equity backed businesses.
Our model recognises the needs of the investor and ensures a talent pipeline that demonstrates capacity for growth.
Having a strong succession plan maximises value at exit.
Define the future - We hold structured interviews/focus groups with the board and PE House to determine their vision of the future and the implications for management.
Know your talent - We conduct independent, structured assessments against the future leadership requirements of executive team roles: we measure capability and growth potential.
Develop successors - We work in partnership to design targeted development that engages the board, the incumbent and peers, and accelerates learning to ensure the person or team is high performing prior to exit.
Delivering value
A recent PE survey by Critical Eye identified that 90% of PE Houses agree that a strong succession plan will have a positive impact on valuation at the point of exit.
Lack of preparedness is one of the problems for succession planning but so is finding the right candidate. Estimates suggest that up to 40% of new CEOs fail to meet performance expectations in the first 18 months.
A robust assessment against future needs increases the success rate.