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Capella Consultants LLC Human Resources & Management Consulting |
Aligning People, Processes, Strategy
and Technology
Succession
Planning Objectives
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Our Approach
Our
Approach – Stage 1 - Project formulation and mapping An
integral component of our partnership occurs in this stage where we meet with
our client to clarify expectations, identify and engage key stakeholders and
clarify roles and responsibilities.
Unique to our approach during this stage is the Preparation for the
Future discussion. The intent of the
Preparation for the Future discussion is to develop a solid understanding of
the most significant challenges the company and its industry are likely to
face over the next three to five years, and the skills and experiences the
organization will need to overcome those hurdles. This discussion is critical to the
identification of targeted positions. Our Approach – Stage 2 - Design, Development and Completion of
Leadership Assessments We
capitalize on technology to streamline and execute this stage. We are skilled in providing a variety of
leadership assessments and can capture competencies and information gleaned
from Stage 1 to assess leaders in a fraction of the time and cost. Our Approach – Stage 3 - Feedback and Delivery It is at
this critical juncture where we will discuss the results of the assessments
and fine-tune the details of the Succession Plan that will be developed. We
will spend considerable time discussing: o
The
succession readiness for targeted positions o
Client’s
leaders and their assessment results o
An
outline for development and retention plans o
The
identification of coaching and mentoring needs o
Communication
strategy Our Approach – Stage 4 - Development Plans, Coaching and
Mentoring Based
upon the information shared and decisions made in the feedback and delivery
stage we will introduce coaching, mentoring, retention, training and
recruiting methods that match leadership requirements – and future
needs. It is our intent to capitalize
on our client’s internal strengths and capabilities when designing detailed
recommendations for the development plans.
Where appropriate we will provide external development options,
including our ongoing coaching. Our Approach – Stage 5 - Sustainability Our goal
is to establish succession planning as a comprehensive change-management tool
that helps the organization identify gaps in talent and fill them more
effectively, helping the business maximize the performance of its
employees. In order to accomplish this objective there must be a plan that provides for the transfer of skills and knowledge and ensures the integrity, longevity and accountability of the process. |
Cheryl Patnick, President Click photo for Bio Aligning people, processes, strategies and technology. Prepare your organization for the future. The
future holds many changes, and Capella provides you with the tools to build a
workforce that is nimble and operating at peak performance. Now. |
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(o) 609-466-2477 (c) 609-218-8028 (f) 609-466-8110 (o) 609-466-2477 (c) 609-668-5309 (f) 609-466-8110 |
© 2011 Capella Consultants