05Service
Management Team and Succession
A company should not think about a successor for the first time at the moment a key manager leaves.
I help build a system that shows who delivers results today, who has the potential for the next level, which competencies are missing, who can be developed internally, which positions have no successors and which managers need to be found on the market.
For me, a talent pool is not a list of names. It's a tool for reducing the business's people risks.
Discuss successionWhat's included
Tools
- 01Competency models
- 02Performance and potential assessment
- 03Talent pool
- 04Identifying high-potential employees (HiPo)
- 05Talent Review
- 06Individual development plans
- 07Succession planning
- 08Management team assessment
Result
What the business gets
The owner has answers: who can work at the next level, whom to develop, where external talent is needed and who will succeed to key positions.
When it's relevant
You need this service if
- Strong employees get promoted but become weak managers
- No successors for key positions
- Unclear whom to develop and whom to hire from the market
- The management team has never been assessed
- The company plans growth or a generational change of managers
Questions
Common questions about this service
How are managers assessed?
Against a competency model built for the specific company's tasks, and against performance. I also use SHL tools. The outcome is not labels but an understanding of who is ready for the next level, who needs a development plan and where external candidates are needed.
What if there's no internal successor for a key position?
That's one of the main findings of this work. Then either targeted development of an internal candidate starts, or a market search. Over years of executive search I have found more than 300 managers and key specialists, so I cover this part too.
Does this suit companies of 100–200 people?
Yes, in a reduced format: assessment of the management team and a succession plan for 5–10 key positions. The earlier it's done, the less a key person's departure costs.
Other areas
What it combines with
Let's discuss your task
Leave your contact details and I will get in touch within a day. I'll ask a couple of questions about the company and tell you where I would start. The first conversation is free of obligation.