Succession Planning
PEOPLE PLANNING
FOR YOUR
FUTURE
Increase organizational stability and prepare your organization for the future with a strong succession plan. Aligned with your talent development strategy, a focus on succession planning allows you to retain top talent, leverage meaningful development opportunities, inspire employee ambitions, and identify potential gaps in time to take action.
Our Approach
Identify Needs
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Gain a clear understanding of what the organization needs through 1:1 interviews with each ELT member.
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Articulate expectations of leadership across all levels through the creation of a leadership model, focus groups or other work already done by the organization.
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Create role-specific profiles to capture the skills, attitudes and behaviours needed to meet the current and future needs of each key role through 1:1 conversations with each leader.
Assess Current Talent
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Gain a clear understanding of each direct reports career aspirations for the next five years through 1:1 conversations between a leader and their direct reports.
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Assess each direct report considered to be high performing or high potential through a leader-completed assessment.
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Identify which of the three-boxes, if any, the direct report is a candidate for in preparation to present at Talent Review Roundtables.
Align on Top Talent
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Complete succession tracker and determine gaps for filling critical roles. Create ongoing organizational metrics for succession and talent development.
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Complete an individual development plan for each direct report, or tie into performance development process already in place.
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Initiate coaching, mentoring and formal leadership development training.
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Gather and analyze data, measure progress to goals, drive decision making.
Develop Talent
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Presentation of Nominees. Present nominees, share strengths and growth opportunities, and interest in succession.
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Discuss where each nominee would benefit from experience in another role or area outside of their current path.
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Receive input from peer team about each nominee and engage in healthy debate to solidify three-box designation.
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IEstimate how long it will be before the nominee is ready to take over your current role.
READY TO PLAN?
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