We help you focus on your long term, strategic requirements.
In the past, succession planning has frequently not been successful because the focus has been too short, focusing solely on identifying a slate of candidates for positions that may open in six to twelve months. We help you develop a leadership cadre whose competencies align with your strategic mission.
We consider the current as well as the future required job competencies.
In the past, the focus of succession planning was on identifying a slate of candidates for a job opening assuming that the position requirements would stay the same. Today, effective succession management requires the development of future leaders with leadership competencies and development experiences that prepare them for the organization’s strategic future.
We focus on leadership requirements. In the past, the emphasis was on specific functional skill and industry expertise.
Today, job analysis techniques develop objective criteria for a broader, more flexible leader of the future who can help the organization realize its vision and who reflects its values.
We utilize objective assessments which are far more accurate and reliable than the intuitive judgment of an individual’s manager.
In the past, assessments (ratings or rankings) were based on the judgment of the individual’s manager. Today, 360-degree feedback reduces the reliance on the rating of a single manager.
We add value to the leadership team, not just to the individual.
In the past, succession planning focused on the preparation of high potential individuals. Today, organizations increasingly work in teams and succession management needs to focus on the individual in the context of the leadership team and how to add value to team performance.
We focus on making the process open, enabling managers to take more responsibility for their careers.
In the past, succession planning was shrouded in mystery and reflected a paternalistic closed, top-down planning process with little input from the candidate. Today, responsibility for career progression is on the individual and involves dialogue with candidates, executive job posting, mentoring and educating people about the leadership template.
We focus on development.
In the past, succession planning has focused solely on ranking. It is critical that development play a major role, so that you are developing the competencies you will need in the future.