Solutions
• Our solutions
• Strategic review
• Org structure review
• Org design
• MPO
• Achieve!
• Role clarity
• Training
• Coaching
• Books

Succession and talent management

"Jill was an excellent team leader. I promoted her to Manager and now she's not delivering."

"I'm worried about succession. How do I know when people will be ready to move up?"

Having the right people in the right roles is essential if an organization is to achieve its business goals. Just because someone does well in one role doesn't necessarily mean he or she will do well in a role that is more complex-and promoting someone to a role before they're ready is sure way to lose an excellent employee.

We provide a set of principles and tools to evaluate role complexity and human capability for that role now and in future. You can use this knowledge to build a resource plan that ensures people are equitably assessed and receive the right training and mentoring, at the right time, to reach their full potential.

For more information here is a detailed document on management resource planning.

In an accountability-based company...

• There is a good match between an individual's capability and the complexity of work in that person's role.
• Managers ensure direct reports have the knowledge and skills to perform effectively in their roles.
• managers-once-removed are aware of the current and future potential capability of employees two levels down and provide appropriate career development and mentoring to help them reach their potential.