Organizations groom successors for key roles, to ensure continuity and avoid any disruption in smooth functioning during transitions. The need for a successor may emerge due to internal movements for business need/ growth, superannuation, voluntary separation, accident, and so on.

 

Identification and grooming of successor take reasonable time and therefore succession process has to be initiated much in advance. With our rich experience in this field, we help organizations in setting up complete Succession Planning and Management process, which includes:

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• Identification of critical roles – Key roles to be shortlisted. 

• Identification of successors – Involves recognizing possible successors based on their profile, performance, and potential.

• Development plan for successors – Comprehensive plan to groom and make them ready to take up a new role with full confidence and capability. Can also be used to effectively groom the next generation of promoter family to take up leadership roles early in life.

• Review process – Setting up an ongoing process to ensure that the roles, successors, and grooming are reassessed at regular intervals.

• Linkage with the Leadership hiring process – All successors cannot be groomed internally. An effective linkage needs to be developed between succession planning and the leadership hiring process.

 

You will get – Cost savings by reduced external hiring of leaders

We achieved – decrease in external hiring of leaders from 80% to less than 35% in 3 years

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