Succession planning is complex. Take a systematic approach to address all the moving parts.
Only 45% of HR professionals report that their organization
has a succession plan. Of those, only 21% report having a formal succession
plan (SHRM, 2021).
Organizations
focus on top management roles without evaluating which critical roles would add
the most value to the organization.
Because the
stakes are so high in succession planning, and because of its complexity,
implementing it poorly can do more harm than good.
Succession planning is a high-stakes, complex, and resource-intensive initiative. Maximize the value of succession planning to your organization by designing a systematic approach.
Impact & Result
Design a program that is value-driven, integrated, evidence-based, and inclusive to maximize value.
Ensure leaders are accountable for conducting succession planning, with the support, process design, and facilitation of HR.
Research & Tools
1. Set the program direction
Establish your program goals and metrics, create a steering committee,
and determine key players and transparency levels.
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.
Workshops offer a structured 3-5 day session designed to help HR teams and organizations address specific challenges and implement HR best practices.
