ORGANIZATIONAL REVIEW
A strategic approach to identify and develop emerging leaders aligned with the business strategy.
Strategy
- What is the strategy of the organization?
- Given the strategy, what are the implications for the kind of leaders needed for the future ?
- What are the leadership qualities, strengths, attitudes and traits (i.e. “Competencies”) needed to achieve the strategy?
Structure
- Does the current structure support the strategy? If not, what is the evolving organizational structure?
- What are the key positions in this future structure?
- Who are the key people with critical expertise that would be difficult to replace?
- Focus the succession management process on identifying and developing high potential talent to fill those positions in the future.
PEOPLE REVIEW
Identification
- What process is in place to identify a diverse pool of talent to be ready to fill those critical positions in the future?
- What assessments have been made about their performance and their potential for succeeding in future leadership roles?
- Is there an automated, integrated talent management system in place to track emerging leaders and key talent?
Development
- What organizational data is available to assess an individual’s strengths, competencies, and development needs?
- How are individual development goals created to identify:
- Knowledge to Acquire?
- Skills to Strengthen?
- Experience to Gain?
- Perspectives to Broaden?
- What development methodologies are in place?
- Stretch Assignments
- Executive/Business Coaches/Mentors/Role Models
- Targeted Training/Coursework
- Rotational Assignments
- Geographic Relocations