Key roles should not be left to chance – a detailed plan is needed.
In every organisation, certain roles are too critical for succession to be left to chance: leadership positions, professional functions, roles with significant regulatory requirements, roles requiring critical expertise, or roles with a major business impact. When an employee in such a role leaves the organisation, it may lose stability, know-how, and competitive advantage. The succession programme is a strategic tool to ensure business continuity, timely preparation of successors, and mitigation of risks.
Our approach: from identifying critical roles to the preparation of future leaders
We manage the succession process holistically, from organisational risk analysis to in-depth individual development. In doing so, we combine organisational logic, HR strategy, and professional psychological evaluations.
1. Identification of key roles and risks
In collaboration with management, we identify roles that are critical to the company’s stability and future, assess the risk of incumbents leaving, anticipate changes over the next 1–5 years, and consider the business, regulatory or HR factors that drive the need for succession. This results in a clear prioritisation of key functions.
2. Identification of potential successors
For each selected role, we review the broader talent landscape and propose suitable internal or external successor candidates. We take into account individuals’ current competencies, leadership potential, motivation and career ambitions, readiness to step into more demanding roles, as well as their contributions and performance.
3. In-depth assessment of potential successors (potential, maturity, and readiness)
For selected potential successors, we use a combination of professional methods: psychological profiling, evaluation of personal and leadership competencies, cognitive assessments (where required), competency-based interviews, behavioural analysis, and 360-analysis (where appropriate). This results in an objective assessment of the readiness of each individual to step into their target role – both now and in the coming years.
4. Preparation of individualised development plans
For each successor, we prepare a structured development plan that defines the key competencies to be developed, development objectives, proposed development activities, required skills, experience and exposure, timelines and progress milestones, and the monitoring framework. The plan is tailored to the role and to the individual.
5. Implementation, monitoring and support for leaders
We implement the succession programme in a way that enables practical, real-world application. We support leaders through guidance on succession development and coaching to facilitate development conversations, monitor progress, support critical decisions, carry out regular recalibrations, and ensure plans remain up to date.
Why choose Profil?
Expertise in assessing potential
Psychologists and HR consultants with extensive experience in leadership assessment.
Comprehensive process
We manage all phases of the process, from identification and assessment through to development planning and implementation.
Clear link to organisational strategy
We focus on roles with the greatest impact.
Connection with day-to-day reality
We design development pathways based on the actual demands of the role, rather than theoretical models.
Risk-reducing approach
Ensuring organisational stability and readiness at critical junctures.
What do you gain?
With us, you get a partner who:
- mitigates the risk of key staff leaving your company,
- establishes a stable and structured succession process,
- objectively assesses the readiness of successors,
- prepares concrete development pathways for successors to step into key roles,
- enables business and staff continuity.
When it comes to succession, the question is not “if”, but “when”. You can either develop a plan and be prepared – or take the risk.
Send us your inquiry and our team will contact you shortly.
