FROM WISDOM TO INNOVATION

THE CHALLENGE
Passing the baton of leadership from one generation to the next is a challenging task for everyone involved – senior leader, future leader, and the organization. The risk of instability at all levels is high, especially when this is within a family business. This journey of change is inevitably reflected in the organization’s results. If managed well, this period of transition will be one that positively affects everyone involved, as well as the organization as a whole.

OUR SOLUTION
Our program is structured so that it works both effectively and preventively in the succession process. Through the use of behavioral change tools and methods, as well as Creative Debates, this program helps to bridge important gaps like generation, culture, leadership model, and values gaps in order to develop a common intersection and facilitate the best possible transition and result.

BENEFITS FOR SENIOR LEADERS

• Develop a mentor culture.
• Gain awareness of new life opportunities.
• Develop better communication skills and behaviors.
• Create and sustain motivational behavior.

BENEFITS FOR FUTURE LEADERS

• Explore and develop your history’s good moments.
• Develop behaviors that will facilitate becoming a successful leader.
• Gain trust amongst your team.

BENEFITS FOR ORGANIZATION

• Stability during the time of change.
• Development of coaching culture.
• Development of team effectiveness.

IDEAL FOR
This program is ideal for individuals and organizations who are going through a period of successional change it is especially beneficial for family businesses of any size. Our programs are always tailored to the requirements of each individual and/or organization.

 

BUSSINES SUCCESSION PLANNING

No matter what your organization’s size is, you can’t run a business without talented people ready to move into key positions when the current occupants leave.

Succession Planning is a systematic approach to ensuring that an organization has a steady, reliable pipeline of talent that will meet its future needs in leadership and other linchpin roles.  It involves both identifying and accelerating the growth of key talent in line with the capabilities needed to execute long-term business strategy. Succession planning provides high-performing, high-potential employees with opportunities for development that enhance their knowledge and skills.  It results in a pool of qualified employees who are prepared to accept new leadership roles within the organization “just in time.”

WHY INVEST IN SUCCESSION PLANNING

Business Impact

No other resource constraint (lack of executive talent) has as much potential to negatively impact a company’s long-term health, Without the early and accurate identification of high-potential employees, companies can not effectively deploy their resources to support the development of their future leaders

Replacement Cost

It costs a lot in the first year to replace an executive and train the replacement

KEY SUCCESS FACTORS FOR SUCCESSION PLANNING

• Management Commitment
• Link to Business and Human Resources Strategies and Systems
• Focus on Future Requirements
• Active Work on Closing Development Gaps
• Sustainability

Is Succession Management Only for Large Companies?

Small companies have a particularly strong need to identify and develop future talent. A shallow leadership pool leaves smaller organizations unprotected when employees are promoted or retire out of management and executive positions