Succession Planning
Modernize the way you identify, plan for, and develop future leaders.
In a world where disruption and turbulence are the norm, organizations are constantly changing and adapting, creating new demands on leaders. In this environment, it is more important than ever to have a strong leadership bench.
Organizations need to keep pace by understanding their critical roles and how they will change in the future, profiling those roles, identifying successors, evaluating successors for gaps, developing leaders to close those gaps, and tracking their progress.
Alan has partnered with Quintela Group to create Succession Plus that augments the capabilities of existing enterprise Human Capital applications.
Do any of the following sound familiar? If so, Succession Plus can help you:
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Tracking successors and critical positions using spreadsheets
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Succession application isn’t meeting all your needs. You are creating “work-arounds” to compensate
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Don’t know if your successors are actually developing
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Success profiles for critical leadership positions don’t exist, aren’t adequate, or can’t be created easily and efficiently at scale
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Can’t easily assess how well potential successors fit a particular role
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Can’t easily compare successors for fit with a particular role
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Can’t easily compare roles for a given successor to see which is the best fit
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Can’t easily assess and prioritize development gaps for successors
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Can’t create a development plan for successors that will be used by HR and managers, that isn’t employee facing
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Don’t know where to start in creating development programs or experiences for High-Potentials or future senior leaders because you don’t know what the roles will require and what gaps are most common and problematic within your talent pipeline.