The transition from “good to great” requires a shift in leadership priorities and a rethink of succession practices. Yet for many organisations succession management still remains little more than replacement charting, a process going back to the multi-nationals of the 1950s, rather than a business driver for the 21st century. Succession management is looking tired and jaded, an annual round of form filling exercises disappearing into a corporate black hole, disconnected from today’s resourcing realities and pressures. But well designed and implemented succession practices have huge potential to build the kind of resilience that sustains organisational effectiveness over the long run.
If your organisation needs to introduce proactive strategic resourcing or wants to rethink its current approach, our consultancy approach combines organisational analysis, stake holder interviews and facilitated briefings with the in-company project team. The outcome: not another Board paper, but a robust game-plan with coherent priorities and operating guidelines to make talent management a key element in your organisation’s business strategy.
If you are looking for greater engagement from key stakeholder groups – senior executives, middle management and “high potential” individuals – we run a series of informal and “formal” events to raise awareness of the impact of strategic resourcing and the practical implications for implementation. The emphasis here is on clarifying roles and responsibilities and creating energy and enthusiasm from the different stakeholder groups.
If your organisation wants to improve the speed and quality of the information flow and decision making process in strategic resourcing, we support the “nuts and bolts” of implementation. This can involve formulating clear criteria for progression, the design of leadership assessment and audit methodologies, software applications for performance management, career profiling, database management. The outcome: building an infrastructure that improves your organisation’s intelligence about its talent.
How refreshing-a book that takes seriously the issues of succession and does exactly what it sets out to do. It takes people issues seriously and contains an excellent blend of research, references and intelligent observation. It is an excellent guide and a comprehensive manual.
https://www.routledge.com/products/97805660857037 questions about potential to rethink talent management
Nuts and Bolts - Succession management practicalities
Practical solutions for talent reviews and career conversations.
9 Tactics for Talent Reviews with Business Impact
The six drivers of leadership success
The impact of succession management
How the dynamics of Lollapalooza are shaping a shift in talent management.
7 questions about potential to rethink talent management
Designing a distinctive talent management game plan for your business.
Anti fragile in a world of uncertainty.
7 principles to speed up leadership development in a tough world
The dynamics of the Four Cs
A practical way forward for leadership wisdom
"Planning systems would work fine if it weren't for all those darn people" - Henry Mintzberg
What went wrong with best practice and how distinctive talent management shifts the rules of engagement
Principles to sustain success
10 process maps and check-lists to guide the talent management agenda
Designing a distinctive talent management game plan for your business.