Succession Transition

Home » Succession Transition

At SIGMA, we help organizations make a seamless transition from incumbent to successor, ensuring that vital insights and experiences are not lost, but rather passed down effectively and efficiently.

Succession transition is a key component of the succession planning process; it’s focused on the seamless handover of roles and responsibilities from incumbents to their successors. This critical step preserves organizational knowledge, maintains continuity, and safeguards operational integrity, thereby enabling new leaders to build on the legacy of their predecessors and steer the organization toward success.

How it Works

Our succession transition process is designed to capture and transfer critical knowledge seamlessly and systematically:

Number 1

Initial documentation: We begin by comprehensively understanding and documenting the incumbent’s role, responsibilities, and key tasks.

Number 2

Stakeholder engagement: We involve key stakeholders, including direct reports, peers, and supervisors, to gather a holistic view of the incumbent’s impact and responsibilities.

Number 3

Knowledge transfer planning: Structured sessions between the incumbent and the successor are coordinated, focusing on transferring documented tasks and tacit knowledge crucial for the role, including personal insights and informal practices.

Number 4

Formal transition: A formal handover process is conducted, including joint meetings with external and internal stakeholders to introduce and endorse the successor.

Number 5

Ongoing support and adjustment: Continuous support is provided to the successor, adjusting the transition plan as necessary based on feedback and emerging needs.

Why Work with Us?

Each succession transition can present unique challenges, including limited time frames and the need for thorough knowledge capture. SIGMA’s proven succession transition processes address these challenges head-on:

Structured knowledge transfer

We meticulously organize the transfer of essential knowledge through structured sessions that ensure all critical information is captured and communicated. This systematic approach reduces the risk of knowledge loss during leadership transitions, preparing successors to assume their new roles with all necessary insights and tools at their disposal.

Time management and accountability

Our process is carefully engineered to optimize the limited time available for a smooth transition. We establish clear timelines and checkpoints throughout the transition phase, ensuring all parties involved remain accountable and focused. This proactive time management prevents last-minute rushes and overlooked details, promoting a thorough and orderly handover.

Customized transition strategies

Recognizing the unique characteristics of each role and organization, we customize our transition strategies to meet specific needs and challenges. By tailoring our approach, we ensure that the transition strategy not only aligns with organizational goals but also addresses the specific nuances of the role being transitioned.

Emphasis on stakeholder engagement

We involve all relevant stakeholders in the transition process to ensure a holistic transfer of knowledge. From direct reports to upper management, we facilitate engagement sessions that help clarify roles, expectations, and the strategic importance of each transition, fostering a supportive environment for the successor.

Robust support systems

We provide ongoing support to both the incumbent and the successor before, during, and after the transition. This includes access to resources like checklists, templates, and professional advice, as well as continuous coaching to address any emerging challenges or questions that arise during the acclimatization period. Providing continuous resources and coaching ensures that both parties feel supported throughout the transition, facilitating a smoother changeover and quicker adjustment to new roles.

By addressing these critical elements, SIGMA ensures that your succession transitions are not only smooth and efficient but also deeply integrated with your strategic organizational goals.

The SIGMA Advantage

Choosing SIGMA for your succession transition needs means embracing a comprehensive, expert-driven approach to leadership transition. Our succession transition service leverages decades of industry expertise and a commitment to data-driven methodologies to ensure that every leadership transition is methodical and strategically aligned. Our team, experienced in both the theoretical and practical aspects of succession planning, offer a combination of advanced tools, personalized coaching, and continuous support, all tailored to meet the unique needs and strategic objectives of your organization.

Data-driven methodology used by SIGMA Assessment Systems.

Data-Driven Methodology

Our tools, templates, and exercises don’t just standardize the transition process; they bring precision and clarity, underpinned by data.

Expertise and experience from SIGMA Assessment Systems.

Expertise and Experience

Utilize our team’s deep expertise in succession and transition planning, honed by years of working across diverse industries and organizational structures.

SIGMA Assessment Systems uses a customized approach.

Customized Approach

No two organizations are the same. Our succession transition solutions are tailored to fit the unique needs, culture, and strategic objectives of each client.

Meet the Team


Erica Sutherland, Ph.D.

Senior Consultant & Executive Coach

Erica completed her Ph.D. in Industrial-Organizational psychology at Western University. She is a Senior Consultant at SIGMA, where she delivers consulting services and Succession Planning solutions to clients. As a member of SIGMA’s executive coaching team, Erica works one-on-one with leaders to develop talent. She also brings her expertise in measurement and psychometrics to the R&D team, assisting with the development and validation of SIGMA’s many assessments.


Brittney Anderson, Ph.D.

Senior Consultant & Executive Coach

Brittney is a member of our coaching and consulting team. She brings her expertise in evidence-based practice to provide companies with leadership solutions that meet their needs. Primarily, Brittney helps her clients prepare for their future with succession planning and comprehensive leadership development programs. As an executive coach, she helps leaders hone their skills using a process-based approach to development.

Arieana Thompson, Ph.D.

Senior Consultant

Arieana is a senior leadership consultant. She believes in positively transforming the modern-day workplace through thought-provoking, evidence-based insights. Arieana is a subject matter expert in executive leadership, succession management, wellness cultures, and employee growth. In her work at SIGMA, she supports executive teams with succession planning and leadership development and assessment.


Glen Harrison is an organizational transformation consultant and succession planning expert. Over the course of his career, Glen has worked with one-third of the Fortune 500 list and with every level of government in Canada and the United States. Having worked with numerous clients to build robust succession plans from the ground up, Glen has extensive experience in the application of SIGMA’s products and services to help organizations realize their people potential.

Ready to Start Succession Planning?

Initiate an effective transition with SIGMA’s succession transition services. We are dedicated to ensuring that your organization’s leadership pipeline is robust and that transitions are both seamless and strategic.