Historically, succession planning has been about the development of talent for
strategically important positions. Regrettably, the administration of the
planning mechanics (the framework) has too often received greater focus than
the actual development that should result (the outcome). We have elected to
use different terminology to describe our holistic approach to developing
succession talent - Strategic Succession Management
- with the aim of communicating something broader and more relevant than
succession planning.
The aim of Strategic Succession Management is to
create a process through which the organization is intentional
about its efforts to develop next generation
leadership talent. The emphasis is on building a broad spectrum of capability
in the management ranks so that the availability of internal talent will not
be a limiting factor to the organization's strategic direction.
Simply stated, we believe that the key to an organization's effectiveness is the
development of great leaders who, in turn, develop great employees and performance
operating environments.
We focus on three elements that are essential to the development of great leaders.
- Objective, candidate-specific information
- Leader development training for mature managers
- A Precision Strategic Succession Management planning and implementation framework
We provide critical information through two introspective assessments:
(1) The WorkPlace Big 5 Personality ProFile (WB5P) and
(2) The Leadership Styles Inventory (LSI).
We assist leaders in developing the skills they need to manage their own
priorities, communicate effectively, coach individuals, take appropriate
risks and lead teams that contribute to their organization's success. We
develop and facilitate leadership training that is business-focused, practical,
interactive, and enjoyable. We've also designed our leadership training
curriculum -
Perspective On Leadership,
Leading In A Changing Environment, and
Change Implementation In A World Of Paradox And Polarities
-- so that organizations can take advantage of having a solid leadership
curriculum, delivered by
expert leadership facilitators, coaches and assessment staff.
We have designed a practical Precision Leadership Development
framework that is customized for each participant, brings leader development
priorities into sharp focus, itemizes high-leverage development goals and a
tracking system to monitor gap-to-goal for each participant.
Strategic Succession Management Outcomes
The outcomes of our Strategic Succession Management process include:
- Retaining and developing high potential employees
- Building internal staff capabilities (bench strength) for the emerging organizational demands
- Creating opportunities for inclusion of minorities in leadership development
- Mapping various succession options
- Facilitating developmental moves across the organization
- Establishing a professionally managed organization with the systems in place to ensure that it will have effective leaders going forward
