Science based succession planning:

Are you at risk? Your Gen X'rs are tired of waiting for their turn at the helm.  Are you ready?   

With nearly 50% of boomers retiring over the next 5 years, our country is heading for a leadership gap.  Those companies that rely on undocumented succession plans, (communicated behind closed doors),  to retain their future Gen X and Gen Y  leaders are losing the war on talent.   Organizations with well defined, objective succession plans in place are talking to your future leaders now!   

If you have senior people heading for retirement, we can help you put a plan in place that will accurately select their successor, identify their development needs and help transfer their knowledge and expertise before they leave.

Succession planning can be easy, empowering and doesn’t have to be expensive.  We use a proprietary four  step process to help you identify and develop your future leaders.  Contact us for a complimentary consultation and presentation on succession planning best practices. 416-580-2477

1. Develop a "State of Readiness" 

Succession planning doesn't need to be a promise of a position. The reality is that many of our clients don't know what jobs will be open up in the future.  Succession planning is more often about increasing capacity and developing skills to establish a "state-of-readiness". 

The first step in keeping your future leaders engaged is to align your employee’s vision of their future with the development of your organizational potential.
 
The next step is to install an objective analysis of each employees potential that they will support.

In this way the succession planning process can become transparent and the assessment of each employees potential for future responsibilities can be positioned as a positive, growth focused investment in their future.

2. Assess Mission Critical Roles

In this step we look at who might leave and have a frank conversation with your leadership about what has worked and what has not worked in each role.  

This discussion helps our team and yours to get a detailed understanding about the competencies and character you will need in the future for each mission critical role in the event that a position becomes available. 

The end result is a bench mark for each position that your people can aspire to and can be used to identify and develop future talent.

3. Assess Potential of Current Staff

The challenge with successful succession planning is that organizations are required to make decisions about an individual’s potential based on their current performance in a role that may have nothing to do with the demands of a future role.  

To identify and accurately measure potential for future roles we use a proprietary talent auditing process and map the character traits of each employee to the competencies proven to lead to performance in more senior roles.

This process helps open the doors to greater levels of communication and transparency and will help you improve engagement while future proofing your business.

4. Provide a Development Plan

Once high-potentils are identified through manager's subjective evaluation and our objective analysis, Flint & Steel will provide detailed developmental plans.  Flint & Steel developmental plans are  job specific and include proven coaching strategies designed to foster  accountability and commitment.  The process  increases performance in current roles and provides incumbents with the information they need to take develop their skills to support your future.