An engineering and professional services firm sought to create and implement a succession-planning process for their CEO and top three candidates and establish a leadership development and talent pipeline to keep pace with their growth demands. Korn/Ferry leadership development and coaching for the top three tiers of leadership, paired with assessment services, helped the client create multiple options for CEO succession and achieve recognition as a talent management leader in its industry.

This health care client promoted a key leader to a highly visible, commercial, global role. During this risky transition, we identified and prioritized the development areas for this new leader, carefully pairing the executive with a coach to match. Over the course of six months, the executive made significant changes to his team and adjusted his leadership style accordingly. The coaching process helped this executive achieve increased confidence and credibility at a critical time.

This leading global surgical care pharmaceutical, consumer, and medical products client needed enhanced market leadership in senior talent management in concert with improved succession and development processes for top executives. Korn/Ferry designed a custom solution that included leadership assessment and personalized development and coaching for each executive. All participants in the program ranked their leadership development experience as “exceptional,” and the leadership team consistently reports enhanced precision in succession-planning decisions.

This top-five pharmaceutical company was in the midst of fast growth and culture change after the acquisition and merger of two businesses. Retention and development of top senior talent was a major issue. Korn/Ferry provided talent acquisition services for top global positions, as well as onboarding and senior team effectiveness services to key global executives. External hiring of senior talent fell by 57 percent and data concerning quality and retention of external hires, in addition to trust measures of the senior team, increased significantly.

This financial services client needed to rebuild trust in its senior team, the succession process, and the team’s decisions after a merger. Korn/Ferry delivered senior executive coaching and development, assessed high-potential candidates, and developed a profile for CEO succession, assessing internal candidates against the profile. Senior team effectiveness and trust measures improved by 40 percent and employee engagement increased in four of five top survey topics specific to the executive team.