Russell Reynolds Associates

Succession planning has traditionally been built around a relatively predictable destination. But as issues facing businesses become less predictable, the leader you need tomorrow may look different from the leader you need today.

As change becomes continuous, organizations need more leaders capable of recognizing what needs to change—and leading others through it.

There is an opportunity to create roles with greater clarity and focus—giving executives more capacity for the work that matters most.

Transformation increasingly touches every part of the business. Yet responsibility for leading it can remain concentrated among a small number of senior leaders.

Organizations need a wider lens for measuring executive readiness—one that considers how leaders think when experience no longer provides the answer.

For years, organizations have responded to new business challenges by expanding leadership mandates. The result is a generation of C-suite executives who must lead their function, contribute across the enterprise, and transform the business—all at once. There comes a point when asking leaders to do more creates more complexity than it solves.