A well-established manufacturing organisation, known for high-quality products and a strong market presence, was preparing for the retirement of a senior executive who had played a core role in its success. With loyal teams but no formal succession plan in place, the company needed to ensure long-term leadership continuity while preserving its values, culture, and strategic direction.

The Challenges

• Leadership transition: the upcoming retirement raised concerns about maintaining strategic momentum without a clear succession plan.
• Lack of formal succession planning: the business had talented internal candidates, but no structured process to assess or develop them into leadership roles.
• Talent retention: high-performing employees lacked clear progression pathways, creating a risk of attrition.
• Skill gaps: some potential successors needed further development in key leadership competencies, particularly around strategic thinking and decision-making.

Our Approach

To address these challenges, we designed a strategic leadership development and succession planning framework, centred on three key pillars:

Proactive Workforce Planning

Reviewed critical leadership roles, identified future business needs, and aligned succession planning with long-term objectives.

Psychometric Assessment (HPTI)

Used the High Potential Trait Indicator to assess leadership traits, identify internal talent, and evaluate readiness for future responsibilities.

Targeted Development & Coaching

Designed individualised coaching and leadership development programmes, including mentorship, cross-functional projects, and exposure to senior decision-making.

Delivery

• Internal candidates completed HPTI assessments to measure potential against leadership benchmarks.
• High-potential individuals were matched with tailored coaching plans focusing on strategic leadership, communication, and emotional intelligence.
• Workforce plans were updated to reflect development timelines and succession readiness across key business functions.
• Leadership exposure opportunities were integrated, including shadowing senior executives and participating in cross-departmental projects.

The Results

• Clear succession pathways: future leaders were identified and supported, ensuring a seamless transition and long-term continuity.
• Cultural continuity: promoting from within safeguarded company values and sustained leadership style consistency.
• Higher engagement and retention: employee engagement rose from 63% to 79%. Retention rates improved as talent felt more invested in and valued.
• Improved recruitment strategy: HPTI insights informed hiring decisions, strengthening the long-term talent pipeline.
• Leadership capability development: internal candidates built critical soft and strategic skills to confidently step into higher-level roles.

Client Feedback

“The structured development approach not only gave us clarity on who could step into key roles but also built confidence across our workforce. We’ve seen a noticeable shift in engagement, and it’s reassuring to know our leadership pipeline is in place.”
- HR Director, Manufacturing Organisation

Planning for leadership transitions?

Whether you're building a succession pipeline, growing internal talent, or hiring for senior leadership, we’re here to support you.

• Identify and develop high-potential leaders
• Build robust succession strategies
• Increase retention and engagement through targeted development
• Recruit senior leadership through our Executive & Critical Hire Search service

Get in touch to learn how we can support your organisation’s long-term leadership goals.