Succession Planning

All businesses need to consider the talent within their organizations with an eye to developing a pipeline of successors for key roles. Without a succession planning process, an organization has no line of sight to its own talent. With this process, a business can identify potential replacements; provide them with the necessary training and development; and successfully backfill vacancies with minimal disruption. Succession planning must take into account the strategic direction of the company, the current strengths and weaknesses of the organization and the challenges ahead.

• Succession planning process

  • Develop a yearly review process of talent within the organization considering performance in current role, key strengths and development needs
  • Perform a talent assessment of candidates with potential for the most senior roles in the organization
  • Provide a means for key talent to gain experience through job expansion, rotation or promotion
  • Enhance leadership skills through high quality leadership development training
  • Ensure the leadership team supports development of high potential talent through personal coaching or mentoring
  • Maintain a database of high potential talent and regularly re-assess

Global Change Leaders have gained their skills in the creation and implementation of succession planning processes in a company world renowned for its leadership development.