Succession Management
On their famous cross continent flights, when the lead goose tires, a neighboring goose assumes the point position and allows the lead goose to fall backward, where the flying is easier, and there regain energy. The V shaped group flight reduces air resistance, allowing a group to accomplish a journey that no goose could travel alone.
Much like the V flight formation, Succession Management designs to keep strong fresh leadership at the front of the organization in order to continuously outperform its goals and competition. By preparing leaders throughout the ranks, they are ever at the ready to assume the point position.
Succession Management: Real time development of leadership bench
- providing resources to help employees manage their careers, such as training, mentoring, coaching, and stretch assignments
- ongoing regular assessments and feedback on development
- working on a development plan
- lateral moves within the organization, before they promote, to develop broader level of competencies
- special projects and assignments
Succession Planning: Future tense forecast of leadership needs
- identifying potential, future gaps in the organization’s leadership and key positions due to retirement or turnover, and
- creating a plan for the next 3-5 years to identify and develop employees in the organization’s pipeline to fill those vacancies, or
- to identify, before it’s too late, if there’s a need to recruit for gaps
The majority of organizational failure results from sins of omission, not commission. Our consulting work is intended to examine current values, behaviors, and norms. We do this in order to discern those that empower from those that prevent leadership and succession. Together we will hold critical conversations about your potential causes for failure; conversations that are often ignored due to busyness, neglect, and discomfort.