In the fast-evolving Facilities Management (FM) sector, leadership transitions are inevitable. Organisations that take a proactive approach to succession planning position themselves for long-term stability, high performance and continued transformation. However, it’s noteworthy that only 35% of organisations have a formalised succession planning process for critical roles. At Canopy, we specialise in identifying and developing high-impact leaders, ensuring your business remains future-proof in a competitive landscape.
Here’s what senior FM executives need to consider when crafting a tailored succession plan:
1. Identifying Key Leadership Roles
The first step is determining which positions are mission-critical and which may be at risk due to retirements, attrition or industry shifts. his is particularly pressing in the FM industry, where studies suggest nearly 40% of professionals will retire by 2026. Canopy works closely with FM businesses to conduct strategic leadership audits, ensuring a clear view of vulnerabilities and key areas for development. By understanding the roles that drive operational excellence, you can safeguard against disruption and maintain continuity.
2. Defining Success Profiles
Each leadership role requires a unique blend of skills, experience and strategic capabilities. By clearly defining the competencies needed for each position, organisations can effectively evaluate both internal and external candidates. Canopy helps FM businesses build tailored leadership frameworks that align with their long-term goals, ensuring a strong pipeline of capable successors.
3. Establishing Interim Leadership Plans
Even with the best preparation, sudden leadership vacancies can arise. Having a well-thought-out interim leadership plan ensures stability and business continuity. Canopy supports FM organisations in identifying interim leaders who can step in seamlessly, whether from within the company or through our extensive network of high-performing executives.
4. Evaluating Internal Talent
A robust succession strategy starts with an honest assessment of existing team members. Who within your organisation has the potential to take on greater responsibility? Canopy’s leadership assessment tools and executive coaching services provide FM businesses with data-driven insights into talent readiness, enabling strategic development plans that prepare high-potential leaders for future roles.
5. Exploring External Leadership Options
While internal promotions strengthen culture and continuity, external talent can bring fresh perspectives, innovation and specialised expertise. Canopy’s executive search capabilities provide access to a carefully curated network of transformational FM leaders, ensuring that businesses can attract top-tier professionals to drive growth and operational excellence.
6. Developing Future-Ready Leaders
Identifying successors is just the beginning—ensuring they are equipped to thrive is equally critical. From executive mentorship to leadership development programs, Canopy partners with FM businesses to implement targeted strategies that accelerate leadership readiness. By investing in structured development, organisations build a resilient, adaptable leadership team prepared for future challenges.
The Canopy Approach to Succession Planning
Effective succession planning requires a strategic, high-touch approach that is both confidential and tailored to the unique needs of your business. Canopy Executive Search combines deep industry expertise, extensive talent networks, and a commitment to long-term partnerships to ensure your leadership pipeline remains strong and future-proof.
By taking a proactive approach today, FM organisations can secure the leadership excellence they need to drive sustained success. Let’s start the conversation on how Canopy can support your organisation’s leadership strategy.
Mark Fearnley
Executive Director
