A listed insurance company, addressing broad change management activity, wanted to increase awareness of its organisation and strengthen its internal succession pipeline.


  • Identification of key positions to be reviewed for succession planning purposes
  • Assessment interviews with incumbents of each key position and potential successors
  • Preparation of a risk management dashboard
  • Analysis of the pipeline, to assess the mix of competencies and experience and readiness to cover the role


  • An overview of the succession risk to have key positions vacant and a related recovery plan
  • Deep analysis of the potential and experience of the executives and the firm’s internal pipeline
  • Individual development plans as a tool to support next generation leaders for key roles