Service Offerings

LKC Advisory works with CEOs and CHROs to help maximize the full potential of organizations through proven leadership and talent strategies.

CEO Succession Advisory Practice

CEO succession is one of, if not the top priorities for high functioning Boards. Successfully navigating an intense, dynamic process requires wisdom and experience.

How We Can Help:

Partner with the Board, incumbent CEO, and incumbent CHRO to improve the results of CEO succession.
Understanding, anticipating, and preparing for the key phases of the succession process increases the probability of a successful outcome.

Enhancing CEO Effectiveness & Readiness

First-time CEOs are rarely prepared for the volume and challenge of what is about to come their way.

CEOs facing scale risk, becoming public-company ready, or digesting acquisitions are particularly vulnerable.

How We Can Help:

Partner with first-time CEOs to identify a customized and proprietary framework for allocating time and priorities in relation to the particular circumstances of the CEO, the business they lead, and the expectations of their Board of Directors.

Accelerating CHRO Effectiveness & Impact

The role—and potential impact—of the CHRO has changed radically over the past 5 years. Meeting this increased set of expectations of CEOs and Boards can pose a challenge, and lead to turnover and instability that can be avoided.

How We Can Help:

Using the World Class CHRO Model™, work with the CEO and CHRO to identify gaps to close in order to enhance the role’s impact.
This scenario-based approach uses practical frameworks, exercises, and playbooks to improve CHRO effectiveness – provided the CHRO is committed to attaining a higher level of performance.

CHRO Search Augmentation

Most CEOs turn to their CHROs to lead important search work, particularly at the C-suite level. What happens when the CEO wants or needs to lead a search to replace a CHRO, whether looking to the inside or the outside?

How We Can Help:

Work with the CEO to develop a crisp definition of “what I need/what must change” in selecting the right search firm/strategy, and then down-selecting the ideal CHRO hire.
Develop strategies to improve the on-boarding and transition of the new CHRO.