The filling of top positions in companies and organizations is not the beginning or end of an executive search process but merely an intermediate phase. It’s not a one-time activity but a continuous process. It provides safeguards in case of an unexpected departure, a transition plan for a managed handover, and a way to develop a pipeline of leadership talent. With a strategy for identifying and developing future leaders within your organization. The transition to and succession of executives play a vital role in a complex and highly volatile world. This requires a long-term orientation that is well connected to the business and the temporary or permanent leadership that goes with it, as well as a clear view of the leadership potential within the organization itself.