This image illustrates a common misconception that companies grow horizontally by adding divisions and or product/ service pillars.
However, our growth is often substantial and often unplanned too. It includes starting a new product/ category/ service line outside the current country/ region/ business portfolio, and/ or there can also be either an M&A or a JV scenario at play as well.
All of this creates a much more complex organization which is illustrated by the combined vertical and horizontal expansions in dotted lines. In short: if people are not developed, the company will outgrow them – even in their current position. This is an inevitable result of growth and changing market dynamics.
This often leads to a huge number of complications, challenges and frustrating experiences not only for all those in the business but also for your customers and suppliers too.
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Succession IQ covers as a minimum all the Board Members, Chief Executives, Top and Senior Management Roles, and all their direct reports in key positions. However, depending upon your needs, it might also be necessary to include other positions identified as critical to the business. E.g., succession plans for Independent or Non Executive Directors on Board, Advisors to Board/ CEO etc.
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