Emma Coombe

Welcome to the Leadership Lounge, a place to kick back and listen as our experts dissect some of the biggest questions leaders face today. I'm Emma Coombe, Leadership Advisor in our London office. As a leader, identifying and developing the next generation of leadership talent isn't just important, it's critical.

Welcome to the Leadership Lounge, a place to kick back and listen as our experts dissect some of the biggest questions leaders face today. I'm Emma Coombe, Leadership Advisor in our London office. As a leader, identifying and developing the next generation of leadership talent isn't just important, it's critical.

Welcome to the Leadership Lounge, a place to kick back and listen as our experts dissect some of the biggest questions leaders face today. I'm Emma Coombe, Leadership Advisor in our London office. As a leader, identifying and developing the next generation of leadership talent isn't just important, it's critical.

No decision will have a bigger impact on the performance of your business and its enduring legacy. Yet, many leaders struggle with effective succession planning, despite understanding its importance. In this episode, we're uncovering how forward-thinking leaders approach succession. Why do many succession efforts fail? How can you spot leadership potential beyond the usual suspects?

No decision will have a bigger impact on the performance of your business and its enduring legacy. Yet, many leaders struggle with effective succession planning, despite understanding its importance. In this episode, we're uncovering how forward-thinking leaders approach succession. Why do many succession efforts fail? How can you spot leadership potential beyond the usual suspects?

No decision will have a bigger impact on the performance of your business and its enduring legacy. Yet, many leaders struggle with effective succession planning, despite understanding its importance. In this episode, we're uncovering how forward-thinking leaders approach succession. Why do many succession efforts fail? How can you spot leadership potential beyond the usual suspects?

What actions can you take today to transform succession planning into a cornerstone of your leadership legacy? But first, remember to share any burning questions you want our experts to answer by emailing redefiners at russellreynolds.com. It would be great to hear from you. And if you enjoy listening to our episodes, leave us a five-star review on Apple or Spotify. Let's dive in.

What actions can you take today to transform succession planning into a cornerstone of your leadership legacy? But first, remember to share any burning questions you want our experts to answer by emailing redefiners at russellreynolds.com. It would be great to hear from you. And if you enjoy listening to our episodes, leave us a five-star review on Apple or Spotify. Let's dive in.

What actions can you take today to transform succession planning into a cornerstone of your leadership legacy? But first, remember to share any burning questions you want our experts to answer by emailing redefiners at russellreynolds.com. It would be great to hear from you. And if you enjoy listening to our episodes, leave us a five-star review on Apple or Spotify. Let's dive in.

To help us explore this critical topic, I'm joined today in the lounge by James Diggins, a leadership advisor in Russell Reynolds Associates Singapore office, who specializes in executive succession. James, welcome to the Leadership Lounge.

To help us explore this critical topic, I'm joined today in the lounge by James Diggins, a leadership advisor in Russell Reynolds Associates Singapore office, who specializes in executive succession. James, welcome to the Leadership Lounge.

To help us explore this critical topic, I'm joined today in the lounge by James Diggins, a leadership advisor in Russell Reynolds Associates Singapore office, who specializes in executive succession. James, welcome to the Leadership Lounge.

So James, C-suite tenures are decreasing across industries. Our research found that CFO tenure is at a six-year low, while CHRO tenure was just 4.4 years in 2024. With leadership transitions happening more frequently, succession planning is happening with a new sense of urgency. What first concrete steps should leaders take to build an effective leadership succession process?

So James, C-suite tenures are decreasing across industries. Our research found that CFO tenure is at a six-year low, while CHRO tenure was just 4.4 years in 2024. With leadership transitions happening more frequently, succession planning is happening with a new sense of urgency. What first concrete steps should leaders take to build an effective leadership succession process?

So James, C-suite tenures are decreasing across industries. Our research found that CFO tenure is at a six-year low, while CHRO tenure was just 4.4 years in 2024. With leadership transitions happening more frequently, succession planning is happening with a new sense of urgency. What first concrete steps should leaders take to build an effective leadership succession process?

Yeah, James, that example highlights very clearly the dangers of delayed succession planning. A reasonable sized business that can afford to have really good talent would hope to have a minimum of two, if not three internal options that they'd been developing over a multi-year period. And it sounds like your client didn't have that.

Yeah, James, that example highlights very clearly the dangers of delayed succession planning. A reasonable sized business that can afford to have really good talent would hope to have a minimum of two, if not three internal options that they'd been developing over a multi-year period. And it sounds like your client didn't have that.

Yeah, James, that example highlights very clearly the dangers of delayed succession planning. A reasonable sized business that can afford to have really good talent would hope to have a minimum of two, if not three internal options that they'd been developing over a multi-year period. And it sounds like your client didn't have that.

And it really means that they lose tremendous leverage and flexibility there. And our research confirms this is a widespread problem. In our board culture and director behaviour study carried out last year with over 1,000 supervisory board level directors responding, only 29% said they had a three to five year CEO succession plan.

And it really means that they lose tremendous leverage and flexibility there. And our research confirms this is a widespread problem. In our board culture and director behaviour study carried out last year with over 1,000 supervisory board level directors responding, only 29% said they had a three to five year CEO succession plan.