Business Continuity Through People | Build Pipelines That Last.
“Succession planning should be a constant evolution, not a last-minute reaction.”
— Harvard Business Review
CXO Succession Planning Services
Driving Organizational Success with Proven Advisory SupportSuccession Planning in a Disruptive World
A survey (The Economic Times, 2023) revealed that only 27% of Indian companies find their succession planning effective. Just 29% succeeded in CEO succession and only 18% at the CXO level.
Leadership continuity is essential for navigating transitions, reducing business risk, and sustaining growth, especially during unexpected leadership changes or evolving business goals. Whether due to sudden exits, leadership fatigue, generational transitions in family-owned firms, or the growing complexity of global operations, Indian businesses must be future-ready with robust succession pipelines.
At Cornerstone, we believe succession planning is not about replacing roles—it’s about building leadership capacity for the future. We work closely with promoters, boards, and CHROs to plan transitions proactively, identify high-potential leaders, and reduce business risk.
Why Traditional Succession Planning Falls Short
Organizations face growing challenges:
- Reactive planning isn't enough
Disruptions are constant—organizations need future-ready leadership pipelines.
- Leadership roles are changing
Today’s leaders must balance digital fluency, emotional intelligence, and business acumen.
- Top talent is in demand
High-potential talent is mobile and selective. Retaining and nurturing them is critical.
- Boards expect more
Robust, transparent succession strategies aligned to long-term business continuity are now a governance imperative.
Succession Planning Gaps in India:
Only 21% of Indian family businesses have a formal succession plan.
Just 30% transition successfully to the second generation; only 12% reach the third.
Family-run businesses contribute over 75% of India’s GDP—yet many lack future-ready leadership plans.
Regulatory changes are prompting a wave of board refreshes in 2024, making succession planning urgent.
Public sector firms face criticism for lack of board diversity and planning.
A Smarter Approach: Grounded Realism
Most companies fall into outdated succession models:
The Collegial approach
The Collegial approach: biased and relationship-driven
The Compliance model
The Compliance model: checkbox exercises with limited impact
The Competitive path
The Competitive path: winner-takes-all that discourages development
We recommend a shift toward Grounded Realism—a practical, high-impact approach that balances business strategy with individual development:
- Rooted in business drivers
- Builds internal talent
- Aligns with personal aspirations
- Prioritizes development over replacement
- Drives long-term performance
Our Proven Framework: Three Phases to Future-Ready Leadership
Phase 1: Evaluate & Quick Wins
● Assess current practices and critical roles. ● Align with business and leadership teams. ● Identify initial high-impact changes
Phase 2: Design & Test
● Define success criteria and readiness indicators ● Pilot frameworks with leaders and key stakeholders ● Refine based on business feedback
Phase 3: Launch & Embed
● Integrate with broader talent management systems ● Equip managers to lead development ● Monitor and evolve the approach continuously
Our model for succession planning:
Outcomes That Matter
- Clear succession for critical roles
- Aligned, transparent development plans
- Increased leadership bench strength
- Senior leadership engagement and buy-in
- A culture of growth and internal mobility
According to Deloitte, organizations with mature succession planning are 1.5x more likely to outperform their peers in revenue growth.
What Future-Ready Succession Planning Looks Like
- Dynamic leadership development with top-down mentoring
- Clear and visible career paths for high-potential talent
- A culture of growth and ownership across the organization
- Leaders who champion change, not just manage it
Who We Work With
Promoters & Founders
Secure leadership legacy and plan seamless transitions
Boards & Chairpersons
Ensure long-term leadership continuity and risk management
CHROs & Talent Heads
Build future-ready internal talent pipelines with clarity and structure
Let’s Plan Leadership the Right Way
FAQ
What makes succession planning critical in India’s business landscape?
Family ownership, rising governance standards, and unpredictable exits demand proactive, structured succession planning.
Is succession planning relevant only for large companies?
No. Mid-sized and family-run businesses benefit significantly from formalising leadership transitions and building internal talent.
How do you evaluate internal talent vs external CXO candidates?
We use a data-backed approach combining assessments, benchmarking, and culture fit analysis to compare internal and external options.
Can you help with urgent or unplanned CEO transitions?
Yes. We offer rapid assessments, interim solutions, and executive search support for emergency transitions.