Why Succession Design?The dynamics of an organization change over time. The owners or leaders are thinking about retirement or adapting a different pace. Other critical concerns are based on Mergers and Acquisitions (M & A); how do we position the company to expand, grow, acquire, merge or be acquired, and acquired by whom? Will your organization be in control of its destiny or will lack of design dictate your future?

For years, succession management identified replacements for senior executives who, it was assumed, would eventually depart the organization, drawn away by the competition or depart due to death or retirement. In many companies, the planning for succession was simple, one of several events, without much thought being given to the fact that processes could be deployed for development and/or retention of talented employees.

Developing the talent within an organization for succession requires a well thought out plan. It has been thought of as a secondary priority as long as people in leadership and management understood the technologies of their job, it was then thought they would automatically be in line for progression.

Progressive organizations today are fast coming to the conclusion that this mindset is a myth, and that having their own in-house succession developmental program built around their own culture and values is extremely important. Bringing succession into the realm of a chief component of Strategic Planning should be the norm, rather than the exception.

Contemporary succession systems no longer think solely about replacement of talent; they are also focused on developing the best employees possible. Potential outweighs current performance, and everyone gets involved in the assessment of talent.

Best Practice Technology can improve planning through the use of Assessment Systems and blended learning systems. While subjectivity will always be part of candidate assessment, great progress had been made toward more objective assessments, including 360-degree feedback and competency assessment analysis. Also the T System can provide an entry level approach at looking at a succession strategy at multiple levels within an organization.

Preparing your organization to look at succession strategies and design holistically is one of your most important strategic tools in assuring long-term operational success.

SBL Co will work with your leadership in preparing succession design strategies. This is a holistic process and is one of your most important strategic tools in assuring long-term operational success.