Succession Planning Services

Don't wait until the Board of Directors asks for your succession plans.

We'll get you started today, so you aren't scrambling tomorrow.

Succession Planning Process Steps

When you partner with PCI for Succession Planning Services, you'll be working directly with our Executive Leadership Team. We'll guide you through a proven, 5-step process that can be completed in a matter of months, and replicated annually. 

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    PREPARE

    • Identify Mission Critical Roles
    • Assemble Succession Committees
    • Define Critical Competencies and the Nomination Process

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    IDENTIFY & EVALUATE

    • Identify possible successors based on experience and interest
    • Compile Performance data 
    • Assess Potential with an Objective Assessment

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    DISCUSS NOMINEES

    • Put structure around the discussions
    • Invite diverse perspectives
    • Select the most likely successors for intense development

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    DEBRIEF & DEVELOP

    • Discuss realistic career paths with nominees
    • Create individualized development plans
    • Monitor progress toward development goals

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    SELECT & TRANSITION

    • Assess readiness and conduct structured interviews with internal finalists
    • Conduct objective assessments for external candidates
    • Build in a transition period with incumbent when possible

Succession Planning
What Our Clients Say

What Our Clients Say

The PCI assessment is a key instrument in Cadillac Fairview's talent assessment toolkit. The assessments, and time with an organizational psychologist, provide an objective data set to support all facets of our talent processes including recruitment, succession planning, and leadership development. Our CF Values are core to everything we do, and Deborah Bell and team have been incredible partners in aligning insights and reports to reinforce our Values behaviours that support our OneCF Culture and enable business performance."

-Vice President, Human Resources and Change Management

Succession Planning Data

Make evidence-based succession decisions with these 3 data sources.

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    Assessment of Performance

    Be sure to document performance evaluations, measurable goals they've achieved, challenges they've overcome, and key experiences they've gained.

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    Assessment of Potential

    An objective, 3rd party assessment reduces biases and helps to identify the leaders with the most potential to be an effective successor.  Learn about our approach. 

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    Assessment of Perceptions

    For CEO succession, we often do interview-based 360 because it provides the richest data. At other levels, we can administer and debrief an off-the-shelf tool or customized online tool that measures your success factors.

Succession Planning Truth Triangle

Succession Planning Best Practices

In this guide, you’ll learn about best practices from the experts so you can start your succession planning process today.…

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