We work with you to design the strategy and supporting framework that ensures all critical roles have ready-now, diverse successors and a pipeline of viable, up-and-coming talent to execute organizational goals:
Board-ready CEO succession plans
Organization review- calibration sessions with senior leadership teams to agree a common-criteria of what great talent looks like, spot great talent, and to help facilitate development and mobility.
Company-wide succession and pipeline management infrastructure and processes rooted in diversity and inclusion best practices
Incumbent and successor role-based assessments and development plans to close gaps to “ready now”
Critical roles defined and assessed
Research-based skills, mindsets and behaviors for use in assessment, selection, performance and promotion that are right for your culture, or the organization you want to create:
Interviews with senior leaders to establish the current and “go-to” objectives
Iterative versions of behavioral competencies reviewed, sorted and prioritized
Focus groups with various sectors and levels within the organization to test comprehension, relevancy and resonance of the model
Proficiency scales created to illustrate what exceptional, proficient and sub-standard results look like for performance management
Communication, implementation and embedding plans
Individually customized three- or six-month executive engagements, guided by business objectives and leadership aspirations, that significantly enhance individual and team performance:
GOALS
Goals established based on skills, knowledge, experiences and attributes needed to achieve business results
ANALYSIS
Key stakeholder input and strengths analysis
PLAN
Development plan to close gaps to higher performance
FOLLOW
Follow up stakeholder feedback to highlight progress