TalentMapping&Succession
Make the succession pipeline visible, calibrated, and ready to act.
Right for you if you’re facing any of these.
These are the challenges we hear most from leaders in your position.
- 01
Your board talent committee needs a credible view of leadership depth, and the internal assessment hasn't given them confidence.
- 02
You're planning a CEO or C-suite transition and need to understand your internal bench before looking externally.
- 03
You've grown through acquisition and don't have a clear picture of where your strongest leaders actually sit.
- 04
You need succession planning that reflects the skills your institution needs in three years — not just a copy of the current org chart.
Capabilities we bring to every engagement.
Each capability sits inside a single accountable engagement. No partition into practice silos.
- 019-Box Grid (Performance × Potential)
- 02Manager orientation and 1:1 calibration
- 03C-level calibration and EXCO alignment
- 04Handover to internal HR
How we structure the engagement.
Each step has a clear owner and a clear outcome.
Map
Build the 9-Box Grid with assessed performance and potential data for the target population.
Calibrate
Orient managers and run 1:1 calibration sessions to pressure-test assessments.
Align
Facilitate C-level and EXCO calibration to confirm succession slates.
Embed
Handover to internal HR with a sustain plan and assessment cadence.
Zubair Ahmed
FSI Thought Leader & Board Advisor
Succession planning done well surfaces the leaders your institution doesn't know it has. Done badly, it just confirms the org chart.
Most succession exercises are backward-looking — they identify who could step into a role today. We help institutions think forward: what will this role demand in three years, and who needs to develop to be ready? That's a harder question, and it's the one worth answering.
— Zubair Ahmed, ZAMS Advisory
Ready to engage onTalent Mapping & Succession?
Tell us about the institution and the outcomes you need.