Succession management isn’t solely for C-suite or senior executives and needs to be a proactive approach. Succession planning is crucial for organizational success, and Vaya can build internal readiness to support your needs.

Filling leadership roles at the last minute can be overwhelming—it can stall the workflow of projects while a search for new talent is underway, cause disruption for direct reports, and take a toll on your HR team. You need to satisfy multiple stakeholders, identify whether you have the right talent, and create a system that’s sustainable.

With the average CEO tenure of fewer than seven years, and employees leaving organizations to find more growth opportunities and stability, it can feel like your bench is limited or even non-existent.

Our insights into talent gaps will help you clarify your future executive development needs and create clear paths for you to meet them. It’s important to identify top talent who can drive the business forward early in their careers so you can develop and monitor them as potential successors.

You’ll gain greater organizational stability, a more diverse talent pool, increased retention and decreased turnover, and a deep understanding of your bench that will help drive strategy.