Just as a key role for any CEO is to plan for the orderly progression and succession of members of the management team, so too is a key role of the Board of Directors to provide for the orderly succession of the CEO. However, it is often difficult for both the CEO and the Board to plan for succession without objective, independent insights about the qualifications and shortcomings of current managers. FSC can independently assess current candidates. In addition, FSC can identify those leadership and management qualities not found in the current team and develop programs which allow individual candidates to address their shortcomings. As the time for the actual transition nears, FSC can assist with positioning management changes to key constituencies, whether these changes result from retirement, poor performance or any other factor.
