Executives eye job changes, putting succession planning in the spotlight
Summary
Nearly 60% of executives say they intend to change role within the next three years, according to an LHH report — a shift that could disrupt leadership pipelines and retention. Research from the HR Policy Association and the University of South Carolina’s Center for Executive Succession finds CHROs often play a more critical role than CEOs in shaping succession processes, setting criteria and evaluating candidates; stronger CHRO engagement is linked to better outcomes. The survey also found that one in three newly appointed executives lack confidence in performing in their first year, and around 30% cite skill development as a top reason they might leave. Soft skills such as collaboration, strategic thinking and communication are increasingly important. Reports from McLean & Co. highlight that effective succession often depends on clear communication and manager preparedness — areas where HR can lead and support.
Key Points
- Almost 60% of executives plan role changes within three years, signalling elevated turnover risk at senior levels.
- One in three newly appointed executives say they don’t feel confident in their first-year performance.
- About 30% identify skill development needs as a top reason for leaving; soft skills are increasingly decisive.
- CHRO involvement in succession planning correlates with stronger outcomes; boards with robust succession practices show higher CHRO engagement.
- Succession success ties strongly to communication and manager readiness; HR can facilitate conversations, coach communicators and help retain candidates.
Context and Relevance
This is a timely read for HR leaders, executives and board members. Rising executive mobility interacts with broader trends — skills gaps, leadership development and strategic workforce planning — making succession planning and CHRO-led talent strategies business-critical. Organisations that invest in development, communication and clear criteria for promotion will be better placed to maintain continuity and culture.
Why should I read this?
Short and blunt: senior leaders are on the move and that can blow a hole in your leadership bench. Read this if you want to know where to put effort right now — get CHROs involved, fix soft-skill development and make succession conversations routine. We skimmed the detail for you so you can act faster.
Source
Source: https://www.hrdive.com/news/HR-involvement-executive-succession-planning/801916/
