Succession Planning

Typically the areas where organisations benefit most from our experience are in managing the key succession risks e.g.:

1. Risk of critical key positions at your organisation remaining vacant.

Business Benefits to getting it right:

• You can align your successor assessment and development strategy with your business strategy
• You can align successor identification with your organisation’s future leadership requirements
• You can protect your organisation’s key operations from critical talent departures

2. Risk of underdeveloped successors at your organisation

Business Benefits to getting it right:

• You provide vital developmental experiences to your key people at appropriate times in their careers
• You are able to balance the risks of placing potential succession candidates in stretch roles at your organisation with the long-term development benefit
• You can develop talent at your organisations through cross-organizational roles and functions

3. Risk of poor assimilation of key people into your organisation or into new roles.

Business Benefits to getting it right:

• You can manage expectations of executives in new roles at your organisation and raise awareness of potential transition challenges
• You can target organizational interventions at identified transitional challenges e.g. interventions such as induction, on-boarding, coaching, etc
• You can initiate developmental activities early in new role and create accountability for action plans at all levels

4. Risk of poor deployment of key people at your organisation against business goals.

Business Benefits to getting it right:

• You can identify organizational needs for the future growth of your organisation and align them with leadership competencies
• You can manage talent pipeline to ensure your organisation will have the right people in the right roles to achieve future organisational objectives
• You can optimize the utilisation of talent at your organisation while ensuring leaders are not over- or under-stretched