Succession
& Workforce Planning

Identify critical positions within your organization to successfully plan for the future

Want to Know More?

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.

Succession Planning Consultants

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

Our consultants begin the succession planning process with a comprehensive business review to understand existing strategies and unique talent management challenges within your organization. Working with you, we’ll identify the critical roles you need to plan for, and then we locate high-potential talent within your organization.

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.

Self-Awareness

The ability to reflect and manage internal perceptions of one’s self is a key indicator of someone who has leadership potential.

Translating Learning-to-Action

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

Our consultants work closely with your leadership and human resources teams to develop a customized talent management process unique to your organization. Stewart Leadership’s proven three-part Talent Management Process focuses on:

Z

Emerging Leaders

We’ll identify high-potential leaders and create a plan to develop their skills so they’re ready for future leadership roles.

Z

Skill Gaps

We’ll identify any existing skill gaps within the organization and determine how to find the talent needed to fill them.

Z

Retention

We’ll help design a strategy to deliver a great employee experience to attract, engage, and retain the best people.

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

To begin, team members must determine how deep into the organizational structure they want to succession plan. Everyone must agree on how the company is defining a “critical position.” Most commonly, critical positions are defined as ones that, without them, the organization would not be able to effectively meet its business objectives.

Identify Competencies for each Critical Position

After identifying critical positions, it’s important to establish what knowledge, skills, and abilities are needed to perform each role. Everyone’s focus must be on the future when it comes to competencies.

Identify High Performers and High Potentials

Stewart Leadership’s succession planning consultants guide organizations through a unique evaluation process to assess talent. We utilize an approach that will assess performance and potential, is easily understood, and includes key indicators of success.

Develop Leaders

Talent management is a core business process that has an impact on overall business and financial success. We take a balanced approach to developing a leader’s IQ and EQ. Successful organizations make developing leaders a part of their business culture.

Develop & Implement the Plan

By this point, organizations should have all the information needed to fully develop a formal succession plan by identifying key internal talent for each critical position. For this step to be successful, organizations must be sure not to force anyone into a role. If there is no internal talent, recruitment plans must be developed and this process should be updated on an annual basis.

Monitor & Evaluate Effectiveness

In this final step, organizations should systematically monitor important workforce analytics, evaluate development activities and performance, and make adjustments if needed. For this step to be successful, organizations must simply be disciplined enough to do it.

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.

Succession
& Workforce Planning

Identify critical positions within your organization to successfully plan for the future

Want to Know More?

Succession & Workforce Planning

Identify critical positions within your organization to successfully plan for the future.

Succession Planning Consultants

Stewart Leadership’s Succession Planning Program

Self-Awareness

Translating Learning-to-Action

Drive to Succeed

Reading the Room

Stewart Leadership’s Talent Management Process

Emerging Leaders

Skill Gaps

Retention

Stewart Leadership’s Six-Step Succession Planning Process

Identify Critical Positions in the Organization

Identify Competencies for each Critical Position

Identify High Performers and High Potentials

Develop Leaders

Develop & Implement the Plan

Monitor & Evaluate Effectiveness

Ready to Learn More?

Further Reading

SUCCESSION PLANNING: PLANNING FOR SUCCESS

ELEVATING YOUR ROLE IN TALENT STRATEGY PLANNING

FOUR WAYS TO AVOID MEDIOCRE TALENT REVIEWS

OUR EXPERTISE

CHALLENGES WE SOLVE

OUR SOLUTIONS

Quick Links

Email

Phone