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Succession Planning
An organization's performance is directly tied to leadership effectiveness and its ability to guide and motivate its people. Succession planning varies widely among organizations, often encompassing some or all of the following goals:
- Development and replacement of key leaders
- Clarification of key positions and the criteria required to fulfill them
- Generation of a talent pipeline to fill key positions
- Specification of leaders' strengths and experiences to accelerate leadership growth of individuals and a total talent pool
- Provision of learning and development experiences to accelerate leadership growth of individuals and a total talent poolProvision of a value proposition to motivate and retain key talentDevelopment of the leadership success criteria and practices to generate the talent required to meet business strategies
- Generation of a program to manage the leadership talent pool most efficiently (including who to retain; who to release; how to streamline structures and processes, etc.)
To support talent pipeline for in key positions, Schoonover Associates helps organizations implement a systematic approach and process for succession planning. Our methodology focuses on identifying specific leadership development strategies, developing a succession plan and often linking the process to career planning, performance management, learning and development, and rewards. We most often help organizations through the following steps:
- Identify leadership criteria and competencies for current and future requirements
- Implement a leadership assessment and development process
- Design a plan for the development of your future leaders
- Create a measurement and evaluation system based on organization culture and business strategy
- Align reward and retention strategies to recognize high potential and top performing employees
- Automate the process by using Voyager for online evaluation and reporting
In our experience, significant competitive advantage can be attained with an organized approach to succession planning, including:
- retaining key performers,
- developing deep "bench strength"
- identifying and helping high potential individuals to reach their potential, and
- increasing the pool of promotable employees.
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Copyright 2003 Schoonover Associates 