Mitigate the Risk of Baby Boomer Retirement with Scalable Succession Planning
Plan for knowledge transfer before it’s too late!
- Organizations are unprepared for the loss of employees who hold key roles, resulting in the loss of valuable knowledge, core business relationships, and profits.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Mitigate the inherent risks of Baby Boomer retirement by carefully planning to transfer knowledge to incumbents.
- Flexible work arrangements are an effective way to retain Baby Boomers while transferring knowledge.
Impact and Result
- Analyze key roles, current incumbents, and potential successors to help assess and identify key role incumbent risk factors as well as potential successor readiness.
- Plan for the transfer of critical knowledge held by key role incumbents.
- Define formal transition plans for employees in at-risk key roles and their successors, leveraging your workforce and succession planning outputs, knowledge transfer strategy, and selected flexible work arrangements.
Workshop: Mitigate the Risk of Baby Boomer Retirement with Scalable Succession Planning
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Conduct Workforce Planning for Key Roles
The Purpose
- Discover your key roles and their impact on the organization.
- Identify employees within key roles.
Key Benefits Achieved
- Business priorities are understood based on the organization’s strategic plan.
- Key roles and key role incumbents are identified.
Activities
Outputs
Identify business priorities based on the business’ strategic plan
- Business priorities are determined and understood
Identify key roles that support the business focus
- Key roles are set
Identify current incumbents in all key roles
- Current incumbents are identified
Module 2: Assess At-Risk Key Roles and Plan for Their Successful Transition
The Purpose
- Understand the risks and gaps that need to be addressed.
- Identify potential successors and determine how the knowledge will be transferred.
Key Benefits Achieved
- Model of succession plan knowledge transfer is set.
- Successors are identified and gaps between successors and incumbents have been assessed.
Activities
Outputs
Assess risk
- At-risk key roles identified
Identify potential successors and assess their readiness
- Complete list of potential successors and their readiness to assume to the key role
Assess gaps between key role incumbents and potential successors
- Gaps are determined and assessed
Determine knowledge-transfer method
- Knowledge-transfer methods are discussed and identified
Identify potential flexible work arrangements
- Applicable flexible work arrangement options are identified
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Workforce planning for key roles
- Call 1: Discuss the key roles identified in the Workforce Planning Worksheet.
Guided Implementation 2: Succession planning for key roles
- Call 1: Obtain advice on how to have career planning conversations with your employees.
- Call 2: Discuss how to complete individual risk assessments.
Guided Implementation 3: Risk mitigation: knowledge transfer
- Call 1: Discuss how to select and implement the most appropriate knowledge transfer method for your situation.
Guided Implementation 4: Risk mitigation: flexible work arrangements
- Call 1: Discuss how to choose mutually beneficial flexible work arrangements.
- Call 2: Review your finalized Role Transition Plan Template.
Contributors
- David Foot, Professor Emeritus of Economics at the University of Toronto, author of the best-selling books, Boom Bust & Echo: How to Profit from the Coming Demographic Shift and the updated paperback, Boom Bust & Echo: Profiting from the Demographic Shift in the 21st Century
- Eric Kingson, Professor of Social Work at Syracuse University’s School of Social Work, also a Co-Director at Social Security Works
- Rose Macfarlane, General Manager of Human Resources, DairyNZ
- Mark Steurer, Human Resources Director, Home Sales Company, Inc.