Momentum Maker Program
Implementing Your Succession Planning Roadmap: Our three-phase approach to ensure a seamless transition:
Plan for the Future
– Determine the scope of succession planning: C-suite, management, or all employees?
– Identify high-potential workers or broaden the pool of talent.
– Define critical skills and experience for key roles, aligning with the company’s future direction.
– Evaluate HR software for succession planning tools and implementation.
– Assess employee performance and identify skill gaps for future roles.
– Engage in career discussions to align employee goals with potential roles.
– Establish training and mentoring opportunities to develop and close skill gaps for top talent.
– Collaborate with key stakeholders to create a succession candidate list.
Regular Review and Adaptation:
– Assess top talent every nine to 15 months, especially during leadership changes.
– Address obstacles to development, such as mentoring or leadership opportunities.
– Incorporate succession plans into annual strategic planning for alignment.
– Remain flexible with the succession planning list, adjusting as goals evolve or development stalls.
Benefits of Succession Planning:
– Adapting to demographic changes and addressing talent scarcity.
– Identify and bridge skill gaps through targeted training.
– Retain institutional knowledge in a knowledge-driven economy.
– Boosting morale and employee retention through investment in their growth.
– Preparing to replace unique or highly specialized competencies within the organization.
Connect with us to explore how our assessment solutions, consulting services, and performance coaching can empower your organization to achieve scalable growth with confidence.