Organizational sustainability with a flourishing future depends on identifying and developing your next generation of leaders. The biggest costs to any organization are underperforming or ill-suited external executives, loss of intellectual capital of leaders who leave the organization and unpreparedness of existing pool of successors. Most organizations have some level of succession planning but the key issue is to build consensus and taking the subjectivity out of the process
We help you
1
Define
Define your succession strategy focusing on the key strengths and future direction of the organization
2
Define
Define your success criteria and key roles in context of selection of pipeline and build
future talent pool
3
Identify
Identify the potential successors and define readiness for the role a
4
Work
Work with your talent pool in their development journey to create a sustainable
pipeline