Leadership Succession Partnership

De-risking critical leadership transitions through assessment, planning, and development

The Challenge

Leadership transitions are among the highest-risk moments for any organization. When a Director steps into a VP role, or a VP assumes CTO responsibilities, the stakes are enormous. Get it right, and you unlock growth. Get it wrong, and you risk team instability, lost momentum, and strategic setbacks.

Most organizations approach these transitions reactively: waiting until someone leaves, rushing to identify a successor, hoping for the best. The result? Transitions that feel chaotic, successors who struggle, and teams that lose confidence.

The pattern plays out predictably:

  • Talented leaders promoted before they’re ready
  • Internal candidates overlooked because “we’re not sure they can do it”
  • External hires who don’t understand the culture or team dynamics
  • Successors left to figure it out on their own
  • Teams uncertain about direction during the transition

There’s a better way. Complex, business-critical transitions require a different approach—one that integrates assessment, planning, development, and ongoing support.

How This Partnership Works

This isn’t executive search. It’s not just coaching. It’s not succession planning consulting. It’s all three integrated into a comprehensive partnership that ensures successful transitions from start to finish.

Phase 1: Transition Planning & Assessment

Timeline: 4-6 weeks
Investment: Fixed fee (contact for details)

What happens:

Working closely with the Transition Leader (executive sponsor) and HR Business Partner, we:

Assess the current landscape:

  • Enneagram for Teams workshop with the leadership team to surface dynamics, strengths, and development needs
  • Identify potential successors (often 2-3 strong candidates emerge)
  • Evaluate readiness and development gaps
  • Determine whether to promote internally, develop the bench, or recruit externally

Create the transition plan:

  • Four consulting sessions with Transition Leader and HRBP
  • Customized coaching and development roadmap for Phase 2
  • Clear success metrics and transition timeline
  • If going external: job description and hiring plan
  • If promoting internally: comprehensive development strategy

Deliverable: Clear transition plan that positions the organization for success, whether promoting from within, hiring externally, or developing multiple leaders simultaneously.

Phase 2: Executive Development & Transition Support

Timeline: 12 months
Investment: Custom (based on scope – contact for details)

This phase ensures continuity and success through the transition itself.

For each successor being developed:

  • Bi-weekly 1:1 coaching sessions – Targeted development for their next-level role
  • Always-on access – Unlimited text/email support between sessions
  • iEQ9 Enneagram assessment – Deep work on patterns that will shape their leadership at the next level
  • Monthly team observations – Attending meetings, observing interactions, providing real-time feedback
  • Enneagram for Teams workshop – Once successor is in role, building team alignment and effectiveness

Optional: Support for the Transition Leader

  • Coaching as they move into their next larger role
  • Ensures smooth handoff and continuity
  • Maintains partnership through the transition

Ongoing partnership:

  • Quarterly check-ins with HRBP on transition progress
  • Coaching continues through and after the transition
  • Ensures the successor succeeds in their new role
  • Assess the current landscape:

The result: A successful transition where the Transition Leader moves confidently into their next role, the successor steps up successfully, the team maintains momentum, and the organization de-risks a critical leadership change.

Common Configurations

Developing one successor:

  • Phase 1: Transition planning + assessment
  • Phase 2: 12-month coaching for successor

Developing multiple candidates:

  • Phase 1: Identify top 2-3 candidates through assessment
  • Phase 2: Coach multiple leaders (one gets the role, others strengthen the bench)

Supporting both successor and Transition Leader:

  • Phase 1: Transition planning
  • Phase 2: Coach successor + support Transition Leader in new role

External hire with internal development:

  • Phase 1: Create job description + identify internal talent to develop
  • Phase 2: Coach internal leaders while external search proceeds

Strategic talent development (12-36 months out):

  • Phase 1: Assess current bench strength, identify gaps
  • Phase 2: Long-term development of multiple leaders before transition becomes urgent

This Is For

By Complexity & Criticality:

  • Complex, multi-faceted leadership transitions where getting it right from the start is business-critical
  • Director → VP or VP → C-suite transitions, primarily in Product, Engineering, and Design functions
  • While specialized in PED leadership, the fundamental approach applies across functions – reach out to discuss your specific situation

By Timeline:

  • Imminent transitions – Succession planning already underway or starting soon
  • Strategic planning – Leaders thinking 12-36 months ahead benefit from early engagement to assess talent, develop successors, and de-risk future transitions

By Use Case:

  • Leadership succession planning – Developing internal successors for critical roles
  • Talent optimization – CEO evaluating and elevating functional leadership (even without imminent departure)
  • External hire scenarios – Building internal bench strength while recruiting externally
  • Growing businesses – Unlocking unrealized potential through leadership development

By Commitment:

  • Companies ready to invest in de-risking critical transitions
  • Organizations with senior leadership and HR alignment
  • Transition Leaders willing to partner closely throughout the process
  • 4-6 week minimum for proper Phase 1 assessment

This Is NOT For

By Complexity & Criticality:

  • Simple, straightforward promotions – If the transition is clear-cut with minimal risk, this level of investment isn’t needed
  • Non-critical transitions – This is for transitions where getting it right from the start is business-critical
  • Single-dimension transitions – Just hiring? Work with a recruiter. Just coaching? Consider Professional Growth. This is for complex, multi-faceted transitions where success depends on multiple factors aligning.

By Level:

By Commitment:

  • Companies not ready to invest in leadership development – Requires meaningful financial commitment
  • Rushed transitions – Phase 1 needs 4-6 weeks minimum for proper assessment
  • “Check the box” succession planning – This requires genuine commitment to development

By Readiness:

  • Organizations without senior leadership/HR alignment – Needs buy-in from the top
  • Leaders who need replacement, not development – This develops existing talent; if someone needs to be removed, handle that first

Why This Approach Works

It’s integrated: Assessment informs planning, planning drives development, development ensures transition success. Each phase builds on the previous one.

It’s customized: Every transition is different. Phase 1 ensures we understand your specific situation before committing to a development approach.

It creates optionality: You’re not locked into a single path. Develop internal talent while keeping external options open. Coach multiple candidates and see who rises.

It de-risks the transition: The most expensive outcome is a failed transition—lost momentum, team instability, having to start over. This approach dramatically reduces that risk.

It builds lasting capability: This isn’t just about filling a role. It’s about developing leaders who will drive your business forward for years.

Who Leads This Work

I bring 20+ years as a technology operator and executive—I’ve lived these transitions from every angle. I’ve been the successor stepping into bigger roles. I’ve been the leader building succession plans. I’ve seen what works and what doesn’t.

Combined with professional coaching expertise (CPCC, ICF-accredited, iEQ9 Enneagram practitioner), I understand both the operational realities and the leadership development required to make transitions succeed.

This work is specialized in Product, Engineering, and Design leadership because that’s where I have the deepest operational experience. But the fundamental approach—assessing talent, planning transitions, developing leaders—applies across functions.

Read more about me here.

How to Engage

If you’re a Transition Leader or HR partner thinking about an upcoming leadership transition:

The best time to engage is before the transition becomes urgent. Whether you’re 3 months out or 24 months out, starting with Phase 1 gives you clarity, options, and a plan.

We’ll discuss your specific situation, explore whether this partnership is the right fit, and outline what Phase 1 would look like for your organization.

Let’s start a conversation:

Schedule Initial Consultation →

Frequently Asked Questions

That’s exactly what Phase 1 helps you figure out. The Enneagram for Teams workshop and assessment process surface who’s ready, who could be ready with development, and where you have gaps. You’ll have clarity on the best path forward before committing to Phase 2.

Absolutely. Many organizations use this to strengthen their leadership bench. Coach 2-3 strong candidates—one gets the immediate promotion, the others are ready for future opportunities. It’s a smart talent strategy.

This works perfectly for that scenario. The Transition Leader champions the development of their team, and the partnership focuses on elevating the talent they already have.

Standard executive coaching focuses on the individual. This integrates individual development with team assessment, transition planning, live observation, and organizational support. It’s coaching in the context of a business-critical transition.

The 12-month timeline and ongoing observations are designed to catch issues early. We adjust the approach, provide additional support, and work closely with you and HR to ensure success. That’s the value of sustained partnership versus one-off interventions.