Bassel Hamwi’s Post

Great insight by Justin Menkes and Jonathan Hoyt on CEO succession planning. Such a critical topic! One that requires strategic planning and seamless execution and meets the needs of your organization. Our team is consistently advising clients on succession and how to implement a best in class solution that drives the right outcomes. Succession planning that aligns with the future strategic growth objectives of the organization is key. #dhrglobal #leadershipconsulting #succession

Succession planning is crucial for the long-term success of a family business. It involves identifying and developing future leaders within the company to ensure a smooth transition of leadership when the current leaders step down or retire. This process helps to maintain continuity, preserve the company's values and culture, and ensure that the business remains sustainable for future generations. #entrepreneur #business #exitplanning #succession #transition #leadership #leadershipdevelopment #culture #businessasmission #mission #vision #values #stewardship #familybusiness #talentattraction #talentretention #legacy #successmotivation #businesscoach #businessgoals #smallbusinesssupport #smallbusinessowners #growyourbusiness #professionaldevelopment #businessmentor #planning #businessmotivation #businessconsulting #familyownedbusiness #familyowned bit.ly/3uAlZWJ

CEO succession planning should be a top priority for every company. As organizations face extraordinary challenges and opportunities, ensuring smooth leadership transitions is essential for maintaining stability and cultivating growth. In this article, DHR’s Jonathan Hoyt and Justin Menkes explore how to approach CEO succession planning, including best practices, and the importance of being proactive in identifying and developing future leaders. Read more: https://lnkd.in/gfTihyZ5 #CEOsuccession #leadership #leadershiptransition

Every organization needs to think about which roles are critical to their ongoing success. In addition, it is essential to make certain companies are developing those leaders to replace incumbents as they leave the organization. This applies to C-suite leaders but may also cascade one or two levels below that. In any case, companies that can develop from within their ranks may experience less trauma when vacancies arise versus hiring externally.

🌟 Unlocking Leadership Potential: Transforming Business Culture🌟 As business leaders, it's essential to recognise that what we often label as "business problems" can stem from personal challenges. When organisations invest in their leaders—providing them with the skills, tools, and strategies they need to thrive—they cultivate a culture of growth and belonging. 💡 Why does this matter?Because leadership is not just about authority; it's about fostering an environment where everyone feels valued and empowered to contribute. By focusing on belonging, we create a space where individuals can transition from mere employees to engaged team members. This transition is vital for nurturing innovation and collaboration within our organisations. Let’s prioritise the development of our leaders, ensuring they are equipped to support their teams. Together, we can build a thriving culture that not only drives business success but also enriches the lives of everyone involved. Are you ready to take your organisation to the next level? Let’s connect and strategise for a brighter, more inclusive future! #Leadership #BusinessCulture #Strategy #Belonging #GrowthMindset

Building a high-impact board goes beyond filling seats—it’s about selecting leaders with the vision, expertise, and adaptability to drive an organization forward. Navigating board recruitment requires balancing the complexities of industry needs, governance standards, and a culture fit that fosters collaboration. A well-strategized recruitment process sets the foundation for strong, resilient leadership that empowers long-term success. Let’s discuss why strategic board recruitment is vital for today’s organizations. #BoardRecruitment #Leadership #Governance #OrganizationalSuccess

Robust succession planning is crucial for sustainable growth and resilience. Our approach focuses on four essential stages to ensure our clients have the right leaders in place, now and in the future: 1. Business Context: Understanding where we stand and identifying future needs. 2. External Market: Benchmarking our talent against industry standards. 3. Internal Evaluation: Pinpointing development areas and strategizing on improvement. 4. Implement Action Plans: Assessing internal development and considering external hires. Following these stages supports seamless leadership transitions and a culture of continuous improvement. For more information about how we can help with succession planning visit: https://lnkd.in/eCq3XArF #SuccessionPlanning #BusinessGrowth #Leadership #NextGen 

How can Savannah Group help you with your succession planning? Our approach focuses on 4 essential stages: #SuccessionPlanning #BusinessGrowth #Leadership #NextGen 

How can Savannah Group help you with your succession planning? Our approach focuses on 4 essential stages: #SuccessionPlanning #BusinessGrowth #Leadership #NextGen #talent #board #executive https://lnkd.in/exP-N8Qb

What are the key stages of next generation succession planning? Our approach focuses on 4 essential stages: #SuccessionPlanning #BusinessGrowth #Leadership #NextGen