Talent Review and Succession Planning
In a climate of changing demographics and increasing competition for talent and market share, it is imperative that organizations know the talent they have on board to deliver on their strategic plan, and the skill gaps they need to close to ensure success.
At Performance Development, Inc., we can help you create a talent review and succession planning process with the following results:
- Your organization’s talent review and succession planning process is championed by executives, and completed by managers and employees on a regular basis.
- Your organization’s talent pool is assessed in terms of the strategic plan, gaps are identified, and appropriate development and recruitment strategies are put into place.
- Your leaders gain increased skill in assessing their talent, developing effective development plans, and following up on progress.
- Your leaders align their definitions of high performance and potential through talent review meetings.
We have designed, trained, implemented, evaluated, and improved talent review and succession planning programs since 2001, using Lominger International’s Leadership Architect® competencies to simplify and strengthen the process.
Three Types of Succession Planning Programs
We can help you create one or all three types of Succession Planning Programs:
- Role-Based – Focuses on key positions which are difficult to fill or critical to business success
- Individual-Based – Focuses on employees with potential for advancement (high-potentials)
- Pool-Based – Focuses on a number of high-potential people who could move into any or several positions within the organization
Solutions
Our Talent Review and Succession Planning Solutions typically include the following steps:
- Identify the organization’s strategic targets for succession planning.
- Ensure executive and senior management buy-in and support.
- Define the “performance” and “potential” criteria for employee assessment (Performance-Potential Matrix).
- Design and deliver succession planning process, tools, and training.
- Assist in creating program rollout communications and schedules.
- Facilitate talent review meetings and coach managers on the process.
- Evaluate program; suggest and implement improvements.
Build Bench Strength.
Elaine developed an exceptional program that guided me and my management team in executing on our key responsibility as managers: to develop the talent on our team. In addition to the comprehensiveness and rational program structure, Elaine was a coach to us as we prepared for the delivery of the performance sessions.
-Director of Education and Knowledge, Healthcare Software Company