Securing the future through succession-
planning.
Succession is more than just filling a post. It involves the strategic management of knowledge transfer, leadership culture and continuity – across generations.
In an increasingly competitive environment and in the face of demographic change, access to top talent is becoming a key issue for every organisation. The targeted retention and transfer of leadership and experiential knowledge is essential for sustainable performance.
Proactive succession planning combines corporate strategy with generational succession – and thus becomes a strategic driver of growth.
CHALLENGE-
CHILDREN AT A GLANCE
The shortage of skilled workers and managers is steadily worsening
The baby boomer generation is entering retirement
Experienced decision-makers are being lost
There is a limited supply of young talent
A lack of knowledge transfer jeopardises stability and efficiency
Early succession planning is the key to a smooth transition.
CHALLENGER
-CHILDREN AT A GLANCE
FROM DEFINING THE TARGET IMAGE TO DELIVERY
Succession planning involves gradually transferring leadership and corporate culture to the next generation – in a transparent, objective and verifiable manner.
Our A transformational model of succession provides structure and guidance throughout this process.
Business Models, Strategy & Mission Statement
Governance & Compliance
Organisational Structure & Corporate Culture
People & Skills
Leadership & Management
Processes & Digitalisation
PRINCIPLES
SEQUEL-
PLANNING
Forward-looking approach & willingness to embrace change
Integrating values and guiding principles into a shared vision
Co-creation and transparency
Clearly defined roles, responsibilities and governance
Iterative change rather than a one-off change
Successful succession is based on these clear principles.
PRINCIPLES
SEQUEL-
PLANNING
Structured planning provides certainty
„THE ROADMAP FOR THE FUTURE“
STEP 1
Choose a recruitment consultancy
4 weeks
STEP 2
Grant a mandate
4 weeks
STEP 3
Create a job description
4 weeks
STEP 4
Candidate Search and Headhunting
3–4 months
STEP 5
Selection process
2–3 months
STEP 6
Contract negotiations
4 weeks
STEP 7
Notice period for the new employee
3–6 months
STEP 8
Start date and induction
12 months
Total duration: 2 years
from the initial planning stage right through to final handover
The transition will be fully completed with maximum planning certainty and a sustainable standard of staffing.
A GUIDE TO YOUR SUCCESSION
We support organisations, family businesses and senior executives in the structured planning of succession processes – drawing on our experience, an impartial perspective and an understanding of the human dimension of change.
Let’s work together to plan your succession strategically.
From requesting an appointment to the interview
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