As experienced operators and board members ourselves, we understand how to go beyond generic executive qualities and focus on what matters, ultimately leading to the greatest Leadership Return on Succession™. We help organizations develop their best succession candidate profile using:
A Pragmatic Approach to
Traditional succession assessments excel at identifying the table-stakes for operating effectively in the C-suite: strategic mindset, comfort with ambiguity, emotional intelligence, etc. But they struggle to identify the X-factors that truly differentiate the leaders of the future.
The ExCo Group’s approach combines our own assessment of the
candidates while integrating other data streams to provide stakeholders
with a clear business view for both development and selection.
How We Do It
Depending on your needs and where you are in your succession
journey, our process may include:
The ExCo Group’s 360 Leadership Scope Assessment
Interviewing and assessing an individual’s capabilities against the dimensions of The ExCo Group’s 360 Leadership scope, developed through The ExCo Group’s work with thousands of C-Suite executives over two decades.
Assessing Against Leadership X-Factors
The individual will be ranked against The Four X-Factors of Exceptional Leaders, which were identified by The ExCo Group, in addition to company-specific X-factors.
Other Internal and External Data Points
Key experiences, engagement data, KPI history, inclusion metrics, leader development, 3rd-party psychometrics
We’ll work with HR to synthesize data streams to form a coherent assessment of each candidate. The output is an actionable development plan for each succession candidate that includes both the experiential opportunities and the leadership development needs necessary to drive the organization’s strategy today and tomorrow.
Framed in the language of business, these development plans sync directly to the board’s decision criteria, the organization’s X-factors, and the strategic priorities of the business.
Where appropriate, candidates may be matched with an experienced executive mentor for one-to-one coaching in support of the development plan.
The ExCo Group works within your governance structure to help simplify the many complex data-sets and voices, translating them into accessible, clear and jargon-free decision frameworks. Working behind the scenes or as facilitators, we help key stakeholders in Nom & Gov, HR and Talent, and the C-suite craft intentional practices for engaging candidates, assessing evaluation data, and creating alignment for navigating gates in the selection process. Our approach helps leaders constructively illuminate blind spots or biases in their discussions.
Achieving simplicity is hard — but the rewards in clarity and decision-making are worth the focus and commitment. Let us help maximize your return on those efforts.
Adaptive CEO Succession
Emergency Succession Coordination
“We valued the fact that The ExCo Group knew our business and was thorough in understanding our strategy and what was required for the next leader. The process was comprehensive, yet completely relatable for our board. The entire board commented about the process, their engagement, and the clarity of the reporting which made the decision — which is always a difficult one — a lot easier. I would highly recommend The ExCo Group and would use them again any time for succession work.”
— Chairman/CEO, Large Convenience Retailer
“We are so happy to be working with The ExCo Group. Our CEO and CHRO were blown away with your insights, reporting, and the thoroughness of your work. We loved the simplicity. It was very traceable for the leader from the inputs to the outputs. Historically, we have struggled with getting inputs to connect to the outputs, but you nailed it. We look forward to and remain committed to working with you in the future.”
— Global talent leader who led the succession process, American Diversified Global Insurer
“I’ve done lots of these feedback sessions in my career, and this one with The ExCo Group was by far the clearest and most impactful. I learned more in my debrief than I did in 30 years of hearing similar types of debriefs.”