Our Methods for Developing a Succession Plan
SuccessionPlanning Objectives -
Inventory key managerial candidates in terms of their leadership styles, skills, gaps in skills and ultimate potential. -
Design an advancement plan for each candidate and incorporate it into their performance management process. Analyze Top Jobs, Future Jobs, and CriticalSuccess Factors -
Review current job descriptions and identify and changes that are required. -
Integrate key leadership competencies with the job description. -
Build a job profile: How critical is each success factor and how proficient must the job holder be in each factor? Interviewand Test the Candidates -
Test for key predictors of future success -
Testfor vocational interest and preferences, likes and dislikes, and areas of motivation. - Collect 360° data on Leadership skills and styles.
- Develop reports for candidate and management that detail strengths, gaps, andpotential.
Feedback Meetings with Candidate and Manager - Debrief each candidate on their report, focusing on strengths,gaps, and potential.
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Have each candidate design a development and advancement plandraft to present to their own manager for collaborative refinement andfinalization. -
Debrief manager onoverall findings. -
Discuss key issues: strengths,gaps, development needs, potential/capacity, and options/opportunities for thefuture for each candidate. -
Prepare candidate’s boss for collaborative meeting with thecandidate re: development and advancement plan. FacilitateAdvancement Plan Meeting -
Convenemeeting with candidate, consultant, and manager to reach consensus on theindividual’s plan. -
Ensure that plan is fully linked with business’ on-going strategic plan. -
Identify high-impact development opportunities for each candidate - Set in motion a mechanism by which advancement plan is integrated intoperformance management process and audited on a regular basis.
- Build in feedback loop to ensure that advancement plan is updatedand fine-tuned on a real-time basis.
Exploit The Best Practices In Succession Planning -
Link the succession planning and leadership development initiatives directly to the business strategy -
Focus on performance development and results -
Provide candidates with diagnostic feedback and then encourageself-development -
Define a clear role and responsibilities for the candidate's manager -
Finally, risk placing talented people in jobs or tasks for which they arenot fully qualified; those fully qualified for an opportunity are leastlikely to develop in it. Doyou want more information about our succession planning process? Please clickhere.
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