Helping companies fulfill their purpose through people with a focus on board and senior leadership succession management.
What is Board and Executive Leadership Succession Management?
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Helps organizations develop and implement plans to identify, evaluate, and prepare potential successors to fill critical leadership roles on their board of directors and executive leadership teams.
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Helps companies ensure smooth transitions and maintain continuity when board members and executive leaders retire or leave the company.
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Engagements include assessing current board and/or executive team composition, identifying skill gaps, and recommending strategies to develop future leaders within the board and executive leadership.
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All of this work is connected to the organization’s mission and strategy, ensuring future leaders connect with purpose and have the capabilities to fulfill strategy.
Lisa has worked for over 30 years helping companies and non-profits build better boards and leadership teams. She was a partner with two of the world’s leading executive search and leadership advisory firms and has experience as a consultant, executive leader and independent board director. She serves as Chair of the Talent, Capabilities and Succession
committee, and has experience serving on Audit, Compensation and Nomination and Governance Committees. These experiences give Lisa a unique perspective about the nuances, challenges and importance of developing succession plans to ensure organizations have the leaders they need for sustainable growth. She has worked with hundreds of companies ranging in size from F500 to early stage ventures and large non-profit organizations,
helping them put the right talent in the right place at the right time.
What Makes Lisa Unique?
Board & Executive Leadership Succession Management consulting is valuable for companies that:
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Recognize the critical need for a formalized executive succession planning process, including organizations lacking a structured approach to identify and develop future leaders.
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Seek to enhance the readiness of their leadership pipeline and aim to increase the number of internal candidates for senior roles.
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Require board-level succession planning guidance, including organizations where the board seeks to align director succession plans with the company’s strategic objectives and ensure preparedness for future leadership transitions.
