- Amanda Mathieson, Senior Manager of Talent Management, Tangerine
- Chris Toth, Manager of Workforce Planning, FedEx Freight
- Gail Voisin, CEO, Gail Voisin Executive Coaching
- Ilia Maor, Practice Lead of Research & Advisory Services, Enterprise Applications, Info-Tech Research Group
- Jason Sage, HR Director, Caterpillar Inc.
- John Figiel, Director of Talent Management, Sinai Health System
- Lepora Menefee, VP of HR, NexGen People
- Lori Kantymir, Manager of Learning & Development Solutions, McLean & Company
- Maria Elena Aragon, Talent & Leadership Development Manager, DHL Express (Canada), Ltd.
- Nadia Falcone, Talent Management Consultant, City of Ottawa
- Tracy L. Chambers, Senior Manager, Talent & Organization, Accenture
- Succession planning has been rated the least effective or second least effective area of HR for five years in a row (McLean & Company HR Trends Report, 2014-2018).
- Organizations focus on top management roles without evaluating which critical roles 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 and Result
- Design a program that is value driven, integrated, evidence based, and inclusive to maximize value.
- Ensure that leaders are accountable for conducting succession planning, with the support, process design, and facilitation of HR.
This guided implementation is a ten call advisory process.
Guided Implementation #1 - Set the program direction
Call #1 - Identify gaps in enabling HR programs and identify steering committee members.
Call #2 - Review program goals and metrics.
Call #3 - Define stakeholder roles.
Guided Implementation #2 - Design the succession planning process
Call #1 - Develop critical role criteria, profile template, and process.
Call #2 - Develop talent identification process, talent profile template, and process.
Call #3 - Discuss talent calibration and talent review meeting design.
Call #4 - Plan alignment of L&D and Talent Acquisition to succession planning.
Guided Implementation #3 - Prepare to launch & manage the program
Call #1 - Review communication plan.
Call #2 - Discuss the logistics for program launch and management, including additional items that need to be built.
Call #3 - Discuss program measurement, improvements, and iteration.
Book Your Workshop
Onsite 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 onsite 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: Set Program Direction
- Set your succession planning project up right by establishing the program direction
Key Benefits Achieved
- Program direction and key criteria are set
- Program is ready to move forward with design
Articulate the need for succession planning
- Need for succession planning is established
Identify enabling HR programs and gaps
- Enabling HR programs are evaluated
Establish program goals and metrics
- Goals and metrics are determined
Customize the Critical Role Identifier tool
- Critical Role Identifier is customized
Module 2: Design the Succession Planning Process
- Design your succession planning program
- Customize related tools and templates
Key Benefits Achieved
- Succession planning program designed and ready for launch
- Tools and templates customized to the organization’s employees and critical roles
Develop Role Profile Template and process
- Role Profile Template is developed
Develop Talent Profile Template and process
- Talent Profile Template and process created
Determine how to identify employees
- Employee identification discussed and agreed upon
Define talent readiness and customize the Succession Plan Template
- Talent readiness criteria defined and Succession Plan Template customized
Design successor identification process and meetings
- Successor identification process determined
Module 3: Prepare for Program Launch & Communication
- Prepare for the launch of the succession planning program by outlining logistics and communications
- Determine how institutional knowledge will be retained come vacancies
Key Benefits Achieved
- Communication plan and logistics ready to launch
- Process to retain institutional knowledge is determined
Outline successor development and knowledge transfer process
- Successor development and knowledge transfer process outlined
Determine how critical roles will be filled
- Role placement methods determined
Outline logistics for implementation and program management
- Program logistics and management are set
- Organization-wide communications are created