Succession & Workforce Planning
Identify critical positions within your organization to successfully plan for the future.
A well-thought out succession plan ensures organizations are always prepared for the future when it comes to workforce planning by prioritizing recruitment strategies, employee retention and ongoing training opportunities. Succession and workforce planning are crucial components for every organization that wants to be successful in an ever-changing business environment.
Organizations without succession plans ultimately face the cost of replacing key leaders and dealing with a constant turnover of talent. Our succession planning consultants partner with you to build a strategic workforce plan ensuring that the right people are doing the right jobs – for years to come.
Stewart Leadership’s Succession Planning Program
Determining talent potential and readiness is a vital part of succession planning, but it’s not easy. Past performance is not necessarily an indication of future returns. Instead, we look at these four key indicators of talent potential. Understanding these four key indicators of talent potential can help an organization identify key team members and ensure they’re a part of the company’s leadership development and succession planning programs.
The ability to reflect and manage internal perceptions of one’s self is a key indicator of someone who has leadership potential.
The ability to quickly see the value in something new and the boldness to turn it into something useful shows a willingness to grow.
Drive to Succeed
The ability to rally themselves and their team together to consistently deliver high quality results is essential for motivation and success.
Reading the Room
The ability to know when and how to introduce an idea into the organization speaks to a person’s emotional intelligence.
Stewart Leadership’s Talent Management Process
Stewart Leadership’s Six-Step Succession Planning Process
Managing the succession of talent is an important strategic process that helps to minimize gaps in leadership and enables companies to develop and retain their best employees. The key is to be proactive in identifying, developing, and retaining a pipeline of leaders to drive operational success.
Having a succession plan in place avoids a mad scramble to find an adequate replacement for a critical position. This advantage is lost when succession planning is put off until a key leader leaves or there is a shift in the executive team.
Stewart Leadership’s consultants follow a succession planning process to help organizations devise models that identify their succession and development strategies. This proven process consists of six steps:
Identify Critical Positions in the Organization
Identify Competencies for each Critical Position
Identify High Performers and High Potentials
Develop & Implement the Plan
Monitor & Evaluate Effectiveness
Ready to Learn More?
Partner with Stewart Leadership to avoid the risks involved with not having a succession plan. Our succession planning consultants will work closely with your organization to develop, implement, and maintain a succession and workforce plan that everyone agrees with.
Complete the form to request more information about Succession & Workforce Planning.