SUCCESSION

Leadership Return
On Succession

Succession is a labor-intensive process. We believe there should be a tangible return on time invested, measured by succession candidates who closely match the execution capabilities and leadership qualities required to deliver on your strategy.

Return on succession is driven by the specific X-factors most critical to the success of your strategy, with your resources, in your market.

Merryck is able to support an organization at any point in its succession journey — including partnering with other suppliers.

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Succession Planning

Does Your Leadership Pipeline
Really Match Your Strategy?

Decades of reliance upon competencies and psychometrics, benchmarked against legacy
succession practices and yesterday’s ways of leading have yielded:

  • Non-diverse C-suites
    and CEOs
  • Strategic and cultural
    blindspots
  • Systemic
    biases

Merryck helps boards maximize the value, robustness and future focus of succession by bringing an
operator’s lens to the question, “What problem-sets must the next executive team solve for?”
We then help
assess and develop a truly diverse candidate pool to meet the real-world demands of your strategy.

Getting the
Profile Right

As experienced operators and board members ourselves, we understand how to go beyond generic executive qualities and focus on what matters, ultimately leading to the greatest leadership return on succession. We help organizations develop their best succession candidate profile using:

  • Merryck’s Succession Framework

    Developed through our work with thousands of executives and participation in hundreds of C-suite successions.

  • Company-specific X-Factors

    We help every organization identify its critical few X-factors, to help distinguish the best next executive from other capable candidates.

  • Stakeholder Interviews

    Board Members, CEO, CHRO and select critical roles.

Merryck’s Four X-Factors of Exceptional Leaders

Merryck has established a baseline of four X-factors, characteristics of leaders who drive successful transformation, but we build upon those for each company-specific context.

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ASSESSMENT

A Pragmatic Approach to
Leadership Assessment

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 It

Depending on your needs and where you are in your succession
journey, our process may include:

Merryck’s 360 Leadership Scope Assessment

Interviewing and assessing an individual’s capabilities against the dimensions of Merryck’s 360 Leadership scope, developed through Merryck’s work with thousands of C-Suite executives over two decades.

Assessing Against Leadership X-Factors

The individual will be ranked against The Four X-Factors of Exceptional Leaders, which were identified by Merryck, in addition to company-specific X-factors.

Other Internal and External Data Points

Key experiences, engagement data, KPI history, inclusion metrics, leader development, 3rd-party psychometrics

Development

Accelerating
Readiness

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.

Selection

Simplifying
Complexity

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.

Our Impact