Succession Planning System
Data-driven insights for more informed people decisions
Our Mission
Provide data-driven insights throughout the employee lifecycle.
Rather than relying on intuition or traditional methods, data-driven succession planning integrates insights from performance metrics, employee potential, skills assessments, career trajectories, and organizational needs to make more informed, objective people decisions.
Benefits of Proactive Succession Planning
- Ensuring the longevity of the organization through sustainable, strategic business planning
- Creating a proactive strategy to attract and retain top talent
- Clarifying the roles and responsibilities of leadership positions.
- Establishing a comprehensive system to develop employees and ensure their readiness for advancement.
- Providing smooth transitions when people retire or change roles.
- Decreasing uncertainty and stress for shareholders, board members, employees and customers.
Current Situation
“While 86 percent of leaders believe leadership succession planning is an urgent or important priority, only 14 percent believe they do it well.”
More often than not, we found that companies were either avoiding succession planning altogether or were taking a dispassionate approach.”
~ Deloitte Insights, The holy grail of effective leadership succession planning
(Jeff Rosenthal, Kris Monahan, and Meghan Doherty)
Reasons for Data-Driven Succession Planning
- Identify replacement needs as a means of targeting training and leadership development
- Increase the talent pool of promotable employees
- Use data to identify and develop high-potential employees
- Tap the potential for intellectual capital across the entire organization
- Help individuals realize their career goals within the organization
- Improve company culture and employee morale
- Cope with the organizational effects of M&A
- Cope with the effects of voluntary separation and retirement
Our Process
Intake
Purpose
Scope
Baseline
Survey
Job Analyses
Description Update
Successor Identification
Incumbent Interviews
Refine Job Analyses and Description
Gap Analysis
Strengths Analysis and Identify Gaps for Successors
Reporting
Current and potential TMT organizational structure mapping
Action plan to HRM
Training
Successor training
Turnover Management
Systemic Updates