How a national energy group replaced boardroom instinct with evidence — and left with a succession decision it could stand behind.
Two Deputy CEO positions were retiring in the same year — and the Board could not defend a choice on instinct.
Five internal candidates. A Nominating & Remuneration Committee that needed an independent, legally defensible process. And a culture question underneath it all: were these leaders ready for where the organisation was heading, not just where it had been?
Insight, Alignment and Capability — run as a single evidence chain, not three disconnected engagements.