Succession Planning
Organizations deliver business results and remain effective because certain individuals act as key resources. Human capital depreciation, attrition, retirement and other causes of separation are business realities. Planning successors is a core business strategy to help the organization enter its future with increased readiness and minimum loss of talent and leadership competencies.
Human Capital sensitive organizations take a preemptive strategic approach towards their leadership succession planning. These organizations also ensure that there is a seamless assimilation of their First Time Managers into the higher levels of management. Grooming potential leaders through a strategic process so that a pipeline of leaders will be available when needed is core to sustainable business continuity. GrowthSqapes uses its proprietary Vintage-Agility Human Capital Model®©to support you formulate and adopt a balanced, logical, scientific and merit-based succession planning strategy for sustainable business continuity.
Objectives
- To identify high potential managers, who will be the next generation leaders.
- To have a strategic approach to fill for unexpected vacancies by inventorying key high potential resources.
- To maintain a ready human capital base to be agile and quick in responding to changes in the marketplace or business environment.
- To adopt sustainable business continuity planning as part of strategic planning process.
Who should attend?
- Family Business Owners, Directors, figureheads of family businesses and enterprises.
- CEOs, CXOs, CHROs, Leaders, Executives, Managers who are key decision makers and key role holders.
- Senior Human Resources management team members.
Key learning for participants
- Preparing to enter into a mental frame for adoption of a time-bound succession planning strategy.
- Facilitating the leadership team to arrive at a consent-based Successor – Predecessor mode of working at the SBU level as well as Enterprise level.
- Creating and adopting a Leadership Success Accountability rubric ensuring that succession planning does not become a distant ritualistic goal statement.
- Ensuring least disturbance to business and productivity in the changeover phase.
Business Impact for the Organization
- A clear bluebook for strategic succession planning that replace ad hoc decisions.
- Augmented Business Continuity Planning for sustainability.
- A priori bench-strength in the organization for key business critical roles.
- Agile human resource management processes that embodies change readiness at Business Unit
Level as well as Enterprise Level.
Design elements
Delivery Methods
