Mitigate the Risk of Baby Boomer Retirement with Scalable Succession Planning
Plan for knowledge transfer before it’s too late!
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Without a succession plan in place, an organization will:
- Experience a loss of essential skills
- Reduce its capacity to innovate
- Waste time reinventing the wheel
By implementing a scalable succession plan, an organization will:
- Ensure business continuum and success
- Create a smooth transition of Baby Boomers out of the workforce
- Maintain the knowledge and skills of key roles within the organization
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed 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: | |
|---|---|---|
| 1.1 | Identify business priorities based on the business’ strategic plan |
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| 1.2 | Identify key roles that support the business focus |
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| 1.3 | Identify current incumbents in all key roles |
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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: | |
|---|---|---|
| 2.1 | Assess risk |
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| 2.2 | Identify potential successors and assess their readiness |
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| 2.3 | Assess gaps between key role incumbents and potential successors |
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| 2.4 | Determine knowledge-transfer method |
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| 2.5 | Identify potential flexible work arrangements |
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