Succession Planning

Over time and regardless of the effectiveness of your retention strategy, executives can be expected to leave the organization to pursue new opportunities for personal and career growth; for planned retirement; or as a consequence of health problems.  Organizations cannot rely on the marketplace to provide suitable and affordable replacements in a timely manner.  Therefore, it is critical that organizations plan for succession in key executive leadership positions.  A proactive succession plan is a prudent risk management strategy and contributes to retention. 

I can assist you to develop and implement an effective succession planning process involving the following steps:

  • Identify key executive positions; develop clear and comprehensive role descriptions; profile the technical and behavioural competencies that contribute to success in the role.
  • Identify individuals with the potential to grow in to those roles; profile their existing technical and behavioural competencies.
  • Document the competency "gaps" between the requirements of a target position and the individual selected for development; prepare a personal development plan to address those needs that incorporates both formal training/education and experiential learning.
  • Arrange mentoring support for the individual and monitor the progress throughout the development period.

Fifth Wave Leadership
David Maister
Peter Drucker
Jim Collins
Emotional Intelligence
Marcus Buckingham
Malcolm Gladwell
Centre for Creative Leadership
Marshall Goldsmith
Member: Canadian Association of Management Consultants

:: Home :: Articles :: Client Access :: Contact Russ :: About Cypress :: About Russ May :: Philosophy :: Getting Accquainted :: Working With You :: Site Map ::