The most resilient organisations are never caught by surprise. A planned, orderly leadership transition is a hallmark of strong governance and strategic foresight. Conversely, a sudden leadership vacuum can disrupt momentum and erode confidence.
Succession Planning is a strategic imperative that protects an organisation’s future. SKL Executive works with boards and leadership teams to move beyond reactive replacement hiring and build a proactive approach to identifying and developing the next generation of leaders.
Our approach is consultative and long-term. We act as a strategic partner, helping you to identify business-critical roles, define the competencies required for future success, and build a clear view of your internal and external talent options.
We combine an internal talent assessment with external market benchmarking to provide a holistic perspective on potential candidates. This enables you to understand the readiness of your internal candidates while simultaneously keeping a pulse on the best external talent. The result is a comprehensive succession plan that builds organisational resilience and provides the board with confidence.
We tailor our process to your organisation’s maturity and specific needs.
While CEO succession is paramount, robust succession planning should also cover all business-critical C-suite roles and their direct reports, as these positions represent the primary pipeline for senior leadership.
Our approach is designed to do both. We provide a clear-eyed view of the readiness of your internal talent while simultaneously identifying and benchmarking against high-calibre external leaders. This allows you to make an informed “build versus buy” decision when a transition occurs.
A successful succession plan is a dynamic process, not a one-time report. We help you establish a regular cadence of review (typically annually or bi-annually) to reassess talent, track development, and update market intelligence, ensuring the plan remains relevant and actionable.
A methodical process to appoint key leaders who will take your business to the next level.
Building proactive leadership pipelines to ensure seamless transitions and mitigate risk for critical roles.
Delivering confidential intelligence on talent, structure, and compensation to inform strategic decisions.
Using validated psychometric data to provide objective insights into leadership style, potential, and cultural fit.
Appointing directors who bring the independent judgement and strategic foresight required for effective governance.
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