Securing the future through succession planning
planning.
Succession is more than just filling a position. It is the strategic shaping of knowledge transfer, leadership culture, and continuity—across generations.
In an increasingly competitive environment and in light of demographic change, access to top talent is becoming a key issue for every organization. The targeted retention and transfer of leadership and experiential knowledge is a prerequisite for sustainable performance.
Proactive succession planning combines corporate strategy with generational change – and thus becomes a strategic growth driver.
CHALLENGING
OVERVIEW OF CHANGES
Shortage of skilled workers and managers continues to worsen
Baby boomer generation enters retirement phase
Experienced decision-makers are being lost
There is a limited supply of young talent
Lack of knowledge transfer jeopardizes stability and efficiency
Early succession planning is the basis for smooth transitions.
CHALLENGE
-OVERVIEW OF CHANGES
FROM TARGET IMAGE DEFINITION TO DELIVERY
Succession planning means gradually transferring leadership and corporate culture to the next generation—transparently, objectively, and verifiably.
Our succession transformation model provides structure and orientation in this process.
Business models, strategy & mission statement
Governance & Compliance
Organizational structure & corporate culture
People & Skills
Leadership & Management
Processes & Digitalization
PRINCIPLES
SUCCESSION
PLANNING
Future orientation & willingness to transform
Integrating values and mission statements into a shared vision
Co-creation and transparency
Clearly defined roles, responsibilities, and governance
Iterative change instead of a one-time change
Successful succession follows these clear principles.
PRINCIPLES
SUCCESSION
PLANNING
Structured planning creates security
"THE ROADMAP TO SUCCESSION"
STEP 1
Selecting a recruitment agency
4 weeks
STEP 2
issue a mandate
4 weeks
STEP 3
Create a requirements profile
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 training period
12 months
Total duration: 2 years
from initial planning to complete handover
The transition will be completed with maximum planning reliability and sustainable staffing quality.
GUIDE FOR YOUR SUCCESSION
We support organizations, family businesses, and leaders in the structured design of succession processes—with experience, a neutral perspective, and an understanding of the human dimension of change.
Let's work together to strategically plan your succession.
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