Delivery a CEO and Executive Team Succession Planning Program
The Brief
An organisation engaged Future Leadership to support its CEO and Executive Team succession planning processes.
The objective was to provide the organisation’s Board and current CEO with a clear view of the internal talent pipeline and the readiness of leaders to step into critical executive roles. This work was designed to inform the organisation’s broader talent strategy regarding talent acquisition and internal capability development.
Improvement in Performance
Studies show that executives who receive coaching report a 70% improvement in work performance, according to the International Coaching Federation (ICF).
Increase in Employee Retention Rates
Companies that offer coaching and transition programs during restructuring or layoffs see a 60% increase in employee retention rates, as reported by the Human Capital Institute (HCI).
Faster Reemployment
Outplacement services and career transition coaching can reduce the time it takes for displaced employees to find new jobs by 50%, according to a study by RiseSmart.
Higher Return on Investment (ROI)
The ICF reports that companies receive an average return of A$11.85 for every dollar invested in executive coaching.
The Process
The succession planning process, conducted between April and June 2025, included:
- Stakeholder Consultation: Interviews and workshops were held to co-design Success Profiles for five key roles: Chief Executive Officer, Chief Operations Officer, Chief Strategy Officer, Chief Digital and Technology Officer, and General Manager Finance.
- Success Profile Development: Profiles articulated the future-focused capabilities, experiences, and leadership attributes required for success in each role.
- Assessment and Evaluation: Internal candidates were assessed using a combination of psychometric tools (e.g., Hogan 360 and Hogan suite of personality tools) and Career Experiences Interviews. Future Leadership also gathered blind talent profiles to benchmark current executives against market capability.
- Individual and Group Reporting: Individuals received comprehensive individual development reports summarising results relative to the Success Profiles. A consolidated group report was provided the Board with commentary on individual potential and capacity for future roles, and development recommendations.
The Advisory team's impact across clients through survey feedback
32% Increase in Self Awareness
Individuals’ awareness of motives, values, strengths and development needs
21% Increase in Motivation
Individuals’ motivation to apply learning, insight and further develop
27% Increase in Confidence
Individuals’ confidence in their abilities and impact as a leader
30% Increase in Role Clarity
Individuals’ clarity around success factors associated with their role
The Outcome
The process delivered strategic insights and practical tools to guide organisation’s CEO and executive succession planning:
- Clarity on Talent Readiness: The Board gained a clear understanding of which internal leaders were ready now, ready soon, or required further development.
- Informed Talent Strategy: The findings enabled the organisation to make evidence-based decisions about whether to build, borrow, or buy capability for each executive role.
- Leadership Development Focus: The process highlighted specific development needs and opportunities to strengthen the internal pipeline for future executive transitions.
