We recommend upgrading to a modern browser.
If you choose to continue with your current browser we cannot guarantee your experience.
The real-time and data-driven way to build agility and effectiveness into your leadership pipeline.
SHL’s Occupational Personality Questionnaire (OPQ) measures leadership potential, while the Leadership Experience Survey captures a leader’s experience with common leadership challenges.
Together, they offer objective insight into a person’s behavior and background as it relates to future leadership success.
After completing the assessments, each participant receives a personalized development report through SHL’s Digital Development Portal.
These insights help individuals understand their strengths and focus their development on the leadership behaviors they need to grow, lead effectively, and prepare for future roles within your organization.
With SHL’s real-time insights, organizations are 3x more likely to select leaders who truly thrive. By defining the context of each role and evaluating fit, SHL helps you discover who is most likely to succeed.
You can also build agility into your succession management by exploring fit across multiple scenarios, uncovering hidden gems, and nurturing long-term bench strength.
See how SHL’s Succession Planning solution supports employees with actionable development feedback and enables HR to identify successors and build a strong leadership pipeline.
By using SHL’s assessments we have more informed succession and development plans with a pool of talent that can move into other roles, which is critical to success—especially as there’s often requirements to move people really quickly.Captain Mike Young
Leadership and Assessment Development Advisor
The Royal Navy
It has allowed us to broaden our horizons and look at leadership differently.Brenda Lussier
Chief Deputy of HR
The Superior Court of California, County of Riverside
SHL’s research shows that succession management is more effective when role context is considered. Our solution helps you:
SHL-identified high-fit leaders yield 82% higher work engagement in recommended roles.
High-fit leaders selected by SHL's solution achieve 22% better performance.
SHL’s objective insights identify 38% more women as high-fit for leadership roles.
Succession Planning
Succession planning is how organizations identify and develop internal talent to fill critical leadership roles. It ensures business continuity, strengthens the leadership pipeline, and reduces risk when leadership changes occur. SHL’s Succession Planning solution uses objective assessments and analytics to make this process more accurate and reliable.
Many organizations rely on manager nominations or visibility-based practices that can overlook qualified talent. SHL’s solution uses science-backed criteria to evaluate leaders on what truly matters for success in your context, building more inclusive pipelines and expanding opportunities for underrepresented talent. Organizations using SHL identify up to 38% more women as high-fit successors.
SHL uses behavioral and experience data, benchmarked globally, to identify leadership potential, predict role fit, and align individuals with your business context. This helps organizations make more confident, data-driven succession decisions—like those at SASRI, which strengthened its scientific pipeline, and the Royal Navy, which modernized mobility and promotion decisions.
The solution scales globally and integrates with other SHL offerings such as Enterprise Leadership Development and High Potential Identification, so you can build a unified approach to strengthening your leadership pipeline.
Succession planning gives employees clarity about their leadership strengths, gaps, and future opportunities. SHL’s assessments and feedback, delivered through the Digital Development Portal, help them build focused development plans, prepare for senior roles, and even identify where they can mentor others.
HR teams often struggle to identify and prepare the right talent for leadership roles quickly. SHL’s solution offers real-time dashboards to define role context, evaluate successor fit, and uncover hidden talent—helping you build a strong leadership pipeline and make better decisions at every level.
Insights from Succession Planning can be reused across multiple SHL solutions. One dataset. Many decisions.
Build agility, accuracy and effectiveness into your leadership pipeline with the revolutionary approach to succession and scenario planning.
Book a Demo
