Eames Partnership was commissioned by a leading US-headquartered (re)insurance broker to put in place a sufficient succession plan to be utilised, if and when, the time occurred. The client had identified a number of critical business roles within the company and expressed its concerns surrounding the implications of any leadership risk. As such, we were approached by the broker to develop continuity plans to address these concerns and enable a smooth transition of talent in the future.

The Approach

Through an intensive period of primary research, we engaged with our sources in the market to identify both up-and-coming talent within the organisation, as well as external individuals with the desired skills, experience and ambition to take on these roles. The client was particularly interested in 'key producers' who control and influence speciality lines of business, in addition to increasing the diversity of its workforce. With that in mind, we focused on finding potential female candidates in areas where they were most underrepresented. Following the research phase, we created a comprehensive list of suitable candidates who were well-respected and regarded by their peers in the market, in addition to being noted for their strong leadership and technical abilities. 

The Outcome

As a result, we provided the client with access to a talent pool containing detailed perception analyses of each individual and their willingness to move elsewhere if the opportunity arose. Additionally, as part of our partnership with an established leadership development and talent advisory practice, we were able to create a bespoke development programme for rising talent within the organisation, equipping them with the tools and coaching to progress further in their careers.

If you are interested in learning more about our succession planning capabilities or how we can help you develop other areas of your business, please contact Matthew Eames at matthew.eames@eamespartnership.com or on +44 (0)207 092 3257.​