Succession Planning for a Manufacturer of Highly-Engineered Products

The CEO of a $500 million worldwide manufacturer of highly-engineered products wanted CMA to evaluate several top internal candidates to become the new CEO for the company.

The company consisted of multiple divisions, each with a division president, all of whom were candidates for the CEO of the entire company. The assessments were conducted at the request of the board of directors. They wanted an independent, objective data to help them in the selection process for a new CEO. The board wanted the assessments to be conducted in such a way that it would not discourage the candidates from delivering the same high degree of performance after the selection process was complete

CMA conducted developmental assessments with each candidate, and during the individual feedback sessions, some of the candidates decided to opt out of the running for the position prior to the final selection of the new CEO.

After the new CEO was selected by the board, the company did not lose any of the executives who were not selected for the CEO position.  They continued to be top performers for the company.