In today’s rapidly evolving leadership landscape, succession planning has quietly shifted from a “nice-to-have” to a boardroom essential. The numbers alone tell a compelling story: in 2025, nearly a third of public‑company directors have ranked CEO and C‑Suite succession planning as a top strategic priority - outweighing even AI and workforce transformation in urgency. And yet, despite this awareness, readiness remains elusive. In India alone, while over 85% of organizations acknowledge the importance of succession planning, only 18% have a formal plan in place.
The gap between intent and action is not just a missed opportunity- it’s a growing risk. Leadership transitions, whether planned or sudden, are moments of vulnerability for any organization. When a senior leader exits and a successor isn’t prepared, the impact ripples through every corner of the business: momentum stalls, institutional knowledge walks out the door, and misaligned decisions create lasting inefficiencies.
At TMTR, we’ve spent over two decades studying what leadership resilience truly looks like and one thing is clear: succession planning isn’t about plugging roles when people leave. It’s about strategic continuity. It’s about culture. And increasingly, it’s about talent engagement.
This is why our new partnership with SuccessionHR feels so timely and so critical. Together, we’re combining the analytical precision of a powerful tech platform with the human depth of our leadership expertise. The goal isn’t to digitize succession planning - it’s to elevate it, make it actionable, and embed it into the rhythm of leadership development across organizations.
Recent studies have reinforced this need for proactive planning. Companies that invest in formal succession programs report an ROI that’s 5 to 6 times higher compared to those hiring externally. Meanwhile, over 90% of Gen Z employees say they’re more likely to stay engaged at a workplace that shows them a clear growth and succession path. The signals are everywhere: preparing your next generation of leaders is no longer a long-term project - it’s a present-day priority.
“Succession isn’t about reacting when a leader leaves - it’s about designing intentionally for future leadership and stability,” says Pradeep Arora, Founder of TMTR. “Our partnership with SuccessionHR means Indian organizations can now leverage leading-edge platform tools combined with bespoke human insight. It’s the best of both worlds - digital capability with cultural context.”
Through this collaboration, organizations can now unlock co-branded diagnostic sprints to assess leadership readiness, people-first succession mapping tailored to their unique org structure, and integrated development journeys for high-potential talent. These are supported by custom dashboards, strategic checkpoints, and ongoing human guidance - so succession isn’t just planned, it’s practiced.
Leadership transitions are inevitable. Disruption doesn’t have to be.
As more CXOs grapple with attrition, generational shifts, and evolving business complexity, this partnership with SuccessionHR is our way of answering a simple but urgent question: Who leads next and how ready are they today?
We’re excited to bring this offering to the Indian market and help businesses build something stronger than a leadership pipeline - an enduring legacy.
