We help organizations develop their best succession candidate profile using:
A Pragmatic Approach to
Traditional succession assessments excel at identifying the table-stakes for operating effectively in the C-suite: strategic mindset, comfort with ambiguity, emotional intelligence, etc. But they struggle to identify the X-factors that truly differentiate the leaders of the future.
Merryck’s approach combines our own assessment of the candidates while integrating other data streams to provide stakeholders with a clear business view for both development and selection.
How We Do ItDepending on your needs and where you are in your succession
journey, our process may include:
Merryck’s 360 Leadership Scope Assessment
Assessing Against Leadership X-Factors
Other Internal and External Data Points
We’ll work with HR to synthesize data streams to form a coherent assessment of each candidate. The output is an actionable development plan for each succession candidate that includes both the experiential opportunities and the leadership development needs necessary to drive the organization’s strategy today and tomorrow.
Framed in the language of business, these development plans sync directly to the board’s decision criteria, the organization’s X-factors, and the strategic priorities of the business.
Where appropriate, candidates may be matched with an experienced executive mentor for one-to-one coaching in support of the development plan.
Merryck works within your governance structure to help simplify the many complex data-sets and voices, translating them into accessible, clear and jargon-free decision frameworks. Working behind the scenes or as facilitators, we help key stakeholders in Nom & Gov, HR and Talent, and the C-suite craft intentional practices for engaging candidates, assessing evaluation data, and creating alignment for navigating gates in the selection process. Our approach helps leaders constructively illuminate blind spots or biases in their discussions.
Achieving simplicity is hard — but the rewards in clarity and decision-making are worth the focus and commitment. Let us help maximize your return on those efforts.
Adaptive CEO Succession
Emergency Succession Coordination
My mentor helped me ensure I was working on the right things and managing at scale. That was critical. I was driving a three-year strategic plan, and during that time we doubled the size of our team. My coaching was for a year and a half of that and was incredibly helpful.