Succession Planning

How Succession Planning Helps

Succession planning establishes a process that recruits employees, develops their skills and abilities, and prepares them for advancement, all while retaining them to ensure a return on the organization’s training investment. Succession planning involves:

  • Understanding the organization’s long-term goals and objectives
  • Identifying the workforce’s developmental needs
  • Determining workforce trends and predictions

In the past, succession planning typically targeted only key leadership positions. In today’s organizations, it is important to include key positions in a variety of job categories.

With good succession planning, employees are ready for new leadership roles as the need arises, and when someone leaves, a current employee is ready to step up to the plate. In addition, succession planning can help develop a diverse workforce, by enabling decision makers to look at the future make-up of the organization as a whole.

Succession Planning Services

We can help you focus on a particular step in the succession-planning process, or work with you from start to finish. We can help your organization:

  • Develop a communication strategy
  • Identify expected vacancies
  • Determine critical positions
  • Identify current and future competencies for positions
  • Develop a recruitment strategy
  • Create assessment and selection tools
  • Supplement HR functions to include active recruiting and staffing
  • Identify gaps in current employee and candidate competency levels
  • Develop Individual Development Plans for employees
  • Develop and implement coaching and mentoring programs
  • Assist with leadership transition and development
  • Develop an evaluation plan for succession management

Colman & Company can get you started with succession planning. We’ll help you make priorities for your organization, and formulate a strategy for implementing or re-evaluating your succession plan.

Clients have seen the following results include:

  • Better retention
  • Valuable training goals
  • Increased preparation for leadership
  • Greater employee satisfaction
  • Enhanced commitment to work and the workplace
  • Improved corporate image

Top 20 Companies for Leaders, a 2002 Hewitt Associates study of 240 major U.S. companies, revealed that 73% of responding organizations had a defined succession-planning process in place. However, only 13% said that their organizations always use the succession plan well when making selection decisions. “This statistic really highlights the implementation challenge,” remarks Marc Effron, Hewitt’s Leadership Consulting Practice Leader. “Organizations need to focus on what will enable their plans to actually work-lean design, simple administration, involved line managers. You win by execution, not by having artful design.” Hewitt Associates

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