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Client Case 3: Succession Planning in a Leading Asian Financial Institution

The Challenge

An Asian financial institution grew quickly in a span of less than 10 years through a series of mergers and acquisitions across the Asian region. In order to meet the current needs and accelerate progress towards its industrial ambition of a universal financial institution, the client decided to establish an integrated and structured succession management system to support the Group’s strategic imperatives and regional ambitions.

Linkage was asked to develop a succession management system which could create leadership continuity by preparing selected individuals for advancement at multiple levels, functions and locations.

Linkage Asia’s Solution

In response, Linkage designed a succession planning and management system for the client. The core of this system is the integration of a well-defined accelerated leadership development roadmap for selected candidates. Partnering with the group’s Top Management Team, Talent Review Committees, Group HR and the company’s Leadership Institute, Linkage Asia consultants worked with the client to design and implement the following:

  • A systematic methodology for talent pool review
  • A structured plan for further development of the talents to prepare for higher roles
  • A clear understanding of individual leader’s strength and weakness as well as the areas for development
  • Articulation of key positions and job requirements:
  • Mission critical jobs for current and future requirement
  • Defined skills, capabilities, knowledge and ‘ideal’ profiles required for each key position
  • Identification of succession candidates for mission critical positions of staff
  • Talent Assessment for high potential staff
  • An overall individual development planning framework as well as all the supporting materials for development of succession candidates


As a result of our work with them, the client now has a coherent and systematic talent management and development system in place.