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

  • Gain a clear understanding of what the organization needs through 1:1 interviews with each ELT member.

  • Articulate expectations of leadership across all levels through the creation of a leadership model, focus groups or other work already done by the organization.

  • 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

  • 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.

  • Assess each direct report considered to be high performing or high potential through a leader-completed assessment.

  • 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

  • Complete succession tracker and determine gaps for filling critical roles. Create ongoing organizational metrics for succession and talent development.

  • Complete an individual development plan for each direct report, or tie into performance development process already in place.

  • Initiate coaching, mentoring and formal leadership development training.

  • Gather and analyze data, measure progress to goals, drive decision making.

Develop Talent

  • Presentation of Nominees. Present nominees, share strengths and growth opportunities, and interest in succession.

  • Discuss where each nominee would benefit from experience in another role or area outside of their current path.

  • Receive input from peer team about each nominee and engage in healthy debate to solidify three-box designation.

  • IEstimate how long it will be before the nominee is ready to take over your current role.

READY TO PLAN?

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