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Succession Planning
WHAT WE DO
Strengthen leadership pipelines to ensure long-term sustainable growth. 
Kinavic’s approach to succession planning replaces assumption with clarity. We help professional services firms define what future leadership success requires, objectively assess readiness and aspiration across critical roles, and build a repeatable framework that aligns succession decisions to growth strategy—ensuring leadership continuity, reduced risk, and long-term performance.
Key benefits:
Clarity on leadership readiness and risk
Stronger continuity across critical roles
Targeted development for future leaders
Improved retention through visible career paths
Confidence in long-term leadership strength
6MO
Decrease time-to-productivity from industry standard 15-18 months down to 9-12
19%
Increase hit rate for talent acquisition by 19%
15%
Accelerate practice growth by aligning inherent skills to best role
Succession Planning Solves Tough Challenges
Define Leadership Success for the Future
Kinavic helps firms articulate what leadership success will require as the business evolves, grounding succession decisions in strategy rather than legacy assumptions.
Align Talent to Critical Roles & Identify Risk
Succession decisions are informed by both capability and motivation. Ensure leaders are positioned in roles where they are most likely to succeed and identify succession gaps.
Build Targeted Development Pathways
Data-driven insights translate directly into focused development plans that prepare next-generation leaders for future leadership demands.
HOW IT WORKS
A Bespoke Approach to
Succession Planning 
Kinavic approaches succession planning by first defining what leadership success actually looks like in the context of the firm’s strategy, culture, and future growth plans.
We use validated leadership data to benchmark current leaders, assess next-generation talent, and identify readiness, aspiration, and risk across critical roles. Those insights are translated into clear succession decisions, targeted development plans, and a repeatable framework that leadership teams can use year over year.
The result is enterprise-level clarity, reduced transition risk, and a leadership pipeline aligned to where the firm is going—not where it has been.
Straightforward process:
Leadership working session to align on growth strategy and future leadership needs
Benchmark top-performing leaders using the Verity Leadership Assessment and 1:1 interviews
Assess next-generation leaders for readiness, aspiration, and role fit
Debrief sessions with Kinavic advisors to translate insights into action
Identify critical roles and potential transition risk across the enterprise
Enterprise readout outlining succession risk, readiness, and development priorities