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Our Succession Planning Methodology
To get the conversation started call me or e-mail me times and dates appropriate in reaching you by telephone to undertake how we can help.
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Board & CEO Consultants/Advisors & Board/C-Suite Search
Board & CEO Consultants/Advisors & Board/C-Suite Search
Exceptional Service ...
Performance Delivered ... Since 1956
Exceptional Service ...
Performance Delivered ... Since 1956
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As CEO tenures shrink and turnover rates increase, boards are devoting more attention to maintaining a robust internal leadership pipeline. Pipelines should be flexible enough to match candidates to the current and future needs of the organization.
Building a talent pipeline takes time and expertise. Our succession planning consultants can help with C-suite succession management, whether departure-defined or as part of a strategic leadership development plan. We help you answer the question: "Who has the potential to be the leader we need?"
Stanton Chase - 2-2026
Do you have a plan for finding your next CEO?
How can we help?
CEO succession planning is the board's greatest opportunity to influence the organization's performance and future direction. That is why forward-thinking boards invest intentionally in developing future leaders and stay ahead of key talent decisions.
Mastering succession planning is essential, but far from simple. It demands effort, dedicated time, and a thoughtful approach.
We can help you in fulfilling this responsibility effectively.
Our Succession Planning Process
Identifying Critical Roles
This step is designed to help us understand your organizational strategy. We will identify the most vulnerable and critical positions and then prioritize your succession planning efforts accordingly. Together, we will build an internal communication strategy for this project.
Do you have a plan for finding your next CEO?
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CEO, Chair, C-Suite Succession Planning
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Building Success Profiles
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Succession Bench Assessment & Identifying Gaps
Double click here to add text.We will work with your organizational leaders to determine what talent is needed in each critical role, both now and in the future. We develop ideal candidate profiles by considering the required skills, personality characteristics, and potential future requirements for the success of the role.
Building Success Profiles
Identifying Critical Roles
Our Succession Planning Process
How can we help?
Feed-forward
We review your company’s assessment results, noting strengths and development opportunities. We conduct individual feed-forward sessions with participants to create their development plans. We serve as your advisor on how to reinvigorate the professional journey of the successor nominees and help them become more impactful leaders. Our approach will help your leadership pipeline evolve on a personal level and discover exciting new directions.
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Succession Bench Assessment & Identifying Gaps
This step is designed to help us understand your organizational strategy. We will identify the most vulnerable and critical positions and then prioritize your succession planning efforts accordingly. Together, we will build an internal communication strategy for this project.
SCHNEIDER, HILL & SPANGLER uses the 3As talent potential framework (Ability, Aspiration, Agility) to identify critical talent capabilities and determine the strength of your succession bench. We provide robust and multifaceted insights on talent potential, not only current performance. The reports incorporate:
Feed-forward
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Debrief
Debrief
SCHNEIDER, HILL & SPANGLER uses the 3As talent potential framework (Ability, Aspiration, Agility) to identify critical talent capabilities and determine the strength of your succession bench. We provide robust and multifaceted insights on talent potential, not only current performance. The reports incorporate:
Double click here to add text.We will work with your organizational leaders to determine what talent is needed in each critical role, both now and in the future. We develop ideal candidate profiles by considering the required skills, personality characteristics, and potential future requirements for the success of the role.
We review your company’s assessment results, noting strengths and development opportunities. We conduct individual feed-forward sessions with participants to create their development plans. We serve as your advisor on how to reinvigorate the professional journey of the successor nominees and help them become more impactful leaders. Our approach will help your leadership pipeline evolve on a personal level and discover exciting new directions.
We conduct a client workshop to report and summarize the outcome of the succession bench’s assessment. We discuss and analyze the leadership pipeline and development plans. We help you plan your next steps.
We conduct a client workshop to report and summarize the outcome of the succession bench’s assessment. We discuss and analyze the leadership pipeline and development plans. We help you plan your next steps.
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Our team has proven organizational behavior expertise
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Why SCHNEIDER, HILL
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Our Succession Planning Methodology
We use our unique Fit-for-Purpose assessment framework to identify and evaluate the strongest candidates from within the company and determine their capabilities, readiness, and potential. All candidates, internal and external, are matched against the Success Leader Profile by focusing on these 3 As:
Aspiration
Aspiration
The extent to which an employee proactively desires and pursues career growth opportunities with increased complexity, responsibilities, and decision-making to support their career ambitions of working at a more senior level. text.
Ability
A combination of knowledge, experience, and learned skills (both technical and functional) combined with cognitive capability and emotional intelligence
Agility
We use our unique Fit-for-Purpose assessment framework to identify and evaluate the strongest candidates from within the company and determine their capabilities, readiness, and potential. All candidates, internal and external, are matched against the Success Leader Profile by focusing on these 3 As:
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Why SCHNEIDER, HILL
SPANGLER?
70 Years of a proven tract-record providing exceptional service and performance delivered since 1956
Our clients see an increase in employee engagement and retention after partnering with us
We’ve conducted more than 25 CEO search and board assessment assignments in the past year alone.
Agility
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SPANGLER?
We’ve conducted more than 25 CEO search and board assessment assignments in the past year alone.
Our clients see an increase in employee engagement and retention after partnering with us
Our team has proven organizational behavior expertise
70 Years of a proven tract-record providing exceptional service and performance delivered since 1956
We are a data-driven consultancy. We explore data that is above and beyond your ordinary reach
We are a data-driven consultancy. We explore data that is above and beyond your ordinary reach
We measure talent potential, not only current performance
We measure talent potential, not only current performance
The extent to which an employee proactively desires and pursues career growth opportunities with increased complexity, responsibilities, and decision-making to support their career ambitions of working at a more senior level. text.
A combination of knowledge, experience, and learned skills (both technical and functional) combined with cognitive capability and emotional intelligence
The extent to which an employee displays high levels of change resilience and adapts with speed to changing conditions or unexpected challenges amidst increased ambiguity and uncertainty
Frequently Asked Succession Planning Questions
Frequently Asked Succession Planning Questions
The extent to which an employee displays high levels of change resilience and adapts with speed to changing conditions or unexpected challenges amidst increased ambiguity and uncertainty
Potential
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Executive
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Aspiration
Ability
Agility
Ability
Agility
Aspiration
CEO, Chair, C-Suite Succession Planning
Do you have a plan in place for identifying and developing your next CEO, Chair, or C-suite executive? Do you struggle to align succession with the strategic needs of your organization?
Do you have a plan in place for identifying and developing your next CEO, Chair, or C-suite executive? Do you struggle to align succession with the strategic needs of your organization?
Mastering succession planning is essential, but far from simple. It demands effort, dedicated time, and a thoughtful approach.
We can help you in fulfilling this responsibility effectively.
