Succession in Focus

Challenge

Our client, a leading European technology consultancy, was facing one of the most critical tests of long-term business sustainability; CEO succession.

Building on their strong growth in challenging market conditions, the leadership team recognised that future success would only be secured by investing in the next generation of leaders and putting clear succession plans in place. While potential internal successors had already been identified, this was the first step and pressing questions remained:

• Were these leaders fully prepared for organisation-wide responsibilities?
• How could the business keep all engaged, minimising the risk of losing talent?
• What was needed to give the board, investors, and stakeholders confidence in the succession pipeline?

Like many organisations, the client knew the risks of waiting too long. They wanted a  sharper, more deliberate view of its leadership bench. Our role was to help the business organise, resource, and prepare for future challenges while sustaining growth and aligning with key stakeholders.

Solution

Gadby began by taking time to fully understand the business context; its strategic priorities, cultural dynamics, and the leadership capabilities that truly drive success at the top of the organisation. 

Our approach combined: 

• Independent assessments  to evaluate decision-making, resilience, and values. 
• Stakeholder interviews  to gather candid insights on leadership impact. 
• Targeted feedback sessions  to help each successor gain sharper self-awareness and define tangible development actions. 

Strengths were surfaced; values-driven leadership and resilience under pressure. Critically, key opportunities for stretch and development were identified, including enhancing collaboration, building commercial courage, and expanding influence at across the business. 

Feedback was delivered with precision and care, providing each leader with clarity on their readiness and the actions needed to step confidently into broader leadership roles. A key part of this process was preparing them to demonstrate their capability and conviction to the organisation’s decision-makers. 

Impact

The business now has  clarity and confidence in its leadership pipeline. Succession discussions are no longer hypothetical, the organisation knows who is ready to step into the top role, and how to support immediate successors for other C-suite positions. 

Key outcomes included: 

• A sharper, objective view of leadership potential across the executive bench. 
• A strengthened pipeline aligned with long-term strategic priorities. 
• Increased confidence from key stakeholders in the succession plan. 

The success of this CEO succession project led the organisation to extend Gadby’s support across other C-suite roles. With the succession picture brought into sharp focus, the company has positioned itself to sustain growth while retaining critical leadership talent. 

Evidence shows that organisations with formal succession plans enjoy a  30% higher leadership retention rate  and up to a  20% uplift in morale when clear pathways to advancement are visible. This client is already seeing the benefits: motivated leaders, stronger engagement, and a clear path to the future. 

The Follow Up 

Our role did not end with the initial succession process. We continue to provide  developmental support to potential successors, helping them address immediate challenges while building the skills and confidence required for future enterprise leadership. 

This partnership ensures that leadership growth is sustained over time, succession planning remains a live process, and the organisation continues to build the strength of its top team.