Succession Planning is critical to a high performing leadership culture, and most companies have well established Succession Planning processes. Yet, when it comes to filling open positions, informal internal networks and relationships often tend to usurp the process with the result that many positions are not filled with candidates in the succession pipeline. In addition, in most cases, succession is not closely tied to development with the result that serious preparation of candidates for the new role does not take place. At Crenshaw, we have an integrated four-phase approach to implementing successful Succession Planning that incorporates both Change Management and Executive Development. Our experts work with the client’s executive team, talent team and line managers to design and implement a process that truly delivers future leaders.