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Succession Planning

case study: SUCCESSION PLANNING

The Brief

In reviewing its business strategy, our client, a leading US-headquartered (re)insurance broker, recognised the need to strengthen its succession plans.

Our client had identified a number of critical business roles within the company and was concerned about 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, if and when, the time occurred.

The Approach

Working closely with our client, we engaged with HR and management to identify both up-and-coming talent within the organisation as well as individuals externally with the desired skills, experience and ambition to take on these roles.

Our client was particularly interested in ‘key producers’ who control and influence specialty lines of business.

The broker was also aware that it needed to increase the diversity of its workforce, with many of its teams lacking any female representation at all. With that in mind, we focussed on finding potential female candidates in areas where they were most underrepresented.

Having identified a comprehensive list of suitable candidates, we carried out discreet conversations with market sources to gauge their reputation within the sector.

The Results

As a result, our client was provided with access to a talent pool containing detailed profiles of each individual and their willingness to make a move if the opportunity arose.

As part of our partnership with an established leadership development and talent advisory practice, we were also able to create a bespoke development programme for rising talent within the organisation, equipping them with the tools and coaching to reach the next level 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.