Knowledge Transfer Strategies Montreal and Ottawa

Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. Taken narrowly, "replacement planning" for key roles is the heart of succession planning. Effective succession or talent-pool management

en.wikipedia.org/wiki/Management concerns itself with building a series of feeder groups up and down the entire leadership pipeline or progression (Charan, Drotter, Noel, 2001).

 

How ready is your company, should a key top player leave your organization?

Have you developed your internal talent for the company’s future needs?

Is your proverbial ‘’bench strength’’ strong?

Are you aware of the talent gaps?

Are you recruiting and selecting to fill those gaps. When was the last time you fully analyzed your workforce?

 

Succession planning need not be complicated. The basic premise is the following:

 

1. Where are we going? (Future needs of the organization)

 

2. Where are we now? (Current realistic and objective picture of our Talent)

 

3. What are the gaps?

 

Once you have identified your critical positions throughout the organization, what is your contingency plan? Who are the people best suited to replace the current individuals that will either get promoted or leave (voluntarily or not)?

Done