Fortune 500 companies and small family businesses alike share a business need - ensuring that they have the talent necessary to effectively lead their organizations in the future. One of the most significant contributions a leader can make is ensuring his/her business’ continuity and sustainability - by having employees who are willing and capable of filling each key position with a plan for doing so when the need arises.
Succession Planning is a:
I. Succession plan
II. Objectives and benefits of succession planning
III. Tools and processes commonly utilized for developing and implementing
IV. What an organization, its leaders, and the program participants need to do to achieve an effective plan what an organization needs to do:
What the leaders need to do:
What the program participants need to do:
V. Potential measures of the program’s success
The primary objectives for and deliverables of a succession Planning program are to:
During Succession Planning Programs at the macro level, the organization is proactively determining:
At the micro level, the organization is addressing - for each of its key positions - questions such as:
Experience has found the following two processes to be very effective in enabling organizations to have the talent they need when it’s needed:
#1 Performance Management and/or 360 Feedback Processes - through which the organization is able to:
#2 Talent Review Meetings – during which the executive team in a disciplined fashion:
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
The Focus Group has provided these consulting & training services to manufacturing & service organizations across the U.S., Canada, Europe & the Middle East.
Pete has worked closely with the senior leadership teams of organizations such as Brink’s, EMC, State Farm Insurance, Marriott, N.C.I., Freddie Mac, and YKK Pete is also co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth. Pete holds a B.A. degree in Psychology from Emory and Henry College
& Masters degrees in both Business Administration & Industrial Psychology from Virginia Commonwealth University.