Management succession is one of the most critical strategic risks a corporation faces, particularly as 46% of executive departures are unplanned and 50% of baby-booming senior managers will reach retirement age in the next five years.

Yet 51% of companies do not have a succession plan in place and only 6 percent claim a system in place to build top-flight executive teams.

Management literature shows that failing in leadership transition can be deadly to even the most successful of businesses. Indeed, since it can be a source of such business uncertainty, The Conference Board recommends that succession plans and leadership development strategies be developed and integrated into enterprise-wide risk management programs. It also recommends that corporate executives dedicate full attention to their succession planning duties and use the challenges posed by the economic crisis as an opportunity to improve their companies’ leadership development programs.

Charlesmore Partners has core expertise and developed practices that help clients build and implement effective succession strategies, manage change in organizational leadership and mitigate the risk of leadership discontinuity. 

The single most important part of designing a leadership development system is deriving it directly from business strategy, involving senior management in its creation, and making it an integral part of running the business.

Charlesmore helps clients design and deliver customized development programs for leadership groups and individuals at all levels that develop those skills and competencies required to lead the company into the future.

Leadership development is the expansion of capacity to be effective in leadership roles and processes. It depends greatly upon the individual or group having the ability to learn, access to feedback, the open-mindedness to listen and the willingness to change.

It is also embedded in experience. We know that leaders learn as they expand their experiences over time, and development is most effective when part of an ongoing system woven into the fabric of strategic and operational requirements, honed by interventions that provide competency-building experiences in connected and meaningful ways. Such principles are foundational to our process design.

Executive Coaching is an invaluable development tool for companies striving to systemically improve the performance of its leaders, help individuals breakdown behavior barriers or accelerate the career progress of hi-potentials. Frequently companies either lack the internal support systems to provide such services or recognize that an external and objective support base and expertise is situationally more appropriate. Charlesmore's seasoned and specialized coaches help executives develop and implement a plan to reach their fullest potential.

A coaching relationship is a three-way partnership between the executive, the coach, and the organization, in which all involved agree on specific responsibilities, process objectives and interaction conventions; a formalized arrangement establishes clear plans and goals designed to build both individual and organizational capabilities, and discernable results.

Each executive coaching relationship involves a tailored, confidential process through which the executive examines ways to solve problems, to add competencies, to moderate behaviors, to build relationships, to make career progress.