Shaping successions
Shaping successions. Securing leadership. Ensuring legacy.
At Syntagma Partners, we approach succession planning as an essential strategic process to ensure leadership continuity, protect legacy, and prepare the organization for future challenges. We assist boards of directors, owners, and senior management leaders in the design and implementation of rigorous and realistic succession plans aligned with the corporate vision, whether for the succession of the CEO, key executives, or Board members. We combine hands-on leadership experience with proven methodologies and advanced assessment tools, ensuring solid, orderly transitions with a sustainable impact.
Succession
planning...
01
Chair of the Board
The succession of the Chair of the Board of Directors requires a carefully planned transition that preserves institutional authority, maintains internal balance within the board, and upholds the confidence of key stakeholders. We assess the suitability of the successor based on the company’s strategic timing and the profile the board and organisation need to lead the next phase.
03
CEO
CEO succession is one of the most critical moments in an organization's life. We assess the context, transition scenarios, future capabilities required, and the readiness of the internal pipeline. If necessary, we activate an external search with the utmost rigor, confidentiality, and long-term vision.
05
Key executives
Beyond the CEO, there are key positions that, due to their impact on operations and corporate culture, require well-defined succession plans, such as the CFO, COO, CHRO, CCO, among others. We support senior management in the early identification of internal talent, their development, and the orderly planning of leadership transitions.
02
Independent Non-Executive Directors
The renewal of independent directors is an opportunity to strengthen the diversity, expertise, and effectiveness of the governing body. We design search processes that ensure a precise fit between the candidate's experience, the composition of the Board, and the organization's strategic and regulatory priorities.
04
Management Team
In times of transformation, reorganization, or growth, it's common to reconfigure the executive management team. We advise on defining the new required competency profile, team balance, and the incorporation, internal or external, of the leaders who will shape the organization's direction.
06
Succession in the family business
Succession in family-owned businesses involves not only an executive transition but also emotional and patrimonial dimensions. We provide an independent and professional perspective that balances the family’s interests, the professionalisation of the business, and the continuity of the company’s legacy, designing shared and sustainable roadmaps.