Succession Planning

Many senior and middle managers lack appropriate development and feel inadequately prepared for their current role.

With the current economic crisis, job losses and changing demographic patterns, more people may be leaving the workforce than are joining it.

it is vital that organisations invest in their lower tiers of management as today’s technical, professional and administrative staff will form the next generation of middle and senior managers.

We offer our clients support in identifying internal and external candidates for future positions. For internal candidates we begin by working with line managers and HR professionals to identify a small number of people who could be made ready in two to four years. Although most clients look for "ready now" candidates, the reality is that some work needs to be done to identify, prepare and develop candidates for more senior positions.

A great deal can be done in two to four years to develop a successor: rotations in different functional areas, temporary leadership of a project or international assignments.

We assist in producing a development plan that sets out measurable objectives that engages the potential successor and has the support of the sponsor /leader. In addition we can develop a coaching plan for each candidate to provide a supportive and independent resource that helps the successor.