Craft dynamic succession planning

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There is evidence that managers misidentify the right talent for succession 60% of the time. Moreover, one study found that nearly 80% of organisations define 'potential' in the vaguest of terms, making it rather hit and miss when it comes to selection and succession planning.

 

Through a combination of career conversations, data capture, and development centres, we have created an approach to succession planning that has both a tactical and strategic purpose. The core purpose of tactical succession planning is to ensure business continuity by identifying replacements for the senior leadership tiers, and other business critical positions. The core purpose of strategic succession planning is to make the best use of the possible talent within an organisation.

 

 

 

Programmes within this Talent Strategy:

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People in business today want outstanding learning and development, when they need it, at a time that suits them, and delivered in a manner that fits their learning styles and preferences. Businesses need people to come to grips with new challenges quickly. There is no time for catch up and it is vital to quickly decide which strategic opportunity to take advantage of, and then be able to act quicly. This requires a deep understanding of your people, and who has the potential and the aspiration to take on a particular challenge. It requires a workforce that is constantly learning and developing in line with the business needs on the horizon.

 

For the first time, businesses have several generations working side by side in the workplace, with different styles and perspectives. The standard approach to training and development is no longer appropriate. In its place, it is vital to have a range of tools and programmes that individuals can personalise, and make their own.

 

Browse our services and our programmes to find out how we can help you.

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