Succession Planning

HET IS BELANGRIJK OM DE OVERDRACHT VAN AANWEZIGE KENNIS GOED TE ORGANISEREN - EN

KENNISOVERDRACHT - EN

Orderly management succession is one of the major contributors to an organisation’s ongoing and future success. Organisations need executives with a unique blend of personal attributes and professional skills as well as the highest managerial competence – the ability to adapt to change, to function as an initiator and to think creatively. Identifying and developing these executives is a challenge, and an exercise that must be planned rather than left to chance.

Where once internal appointments were made primarily on the basis of an individual’s past accomplishments, it is now incumbent on organisations to supplement this measure with an understanding of an executive’s innate capabilities, personal style and potential.

We assist clients, through a consultative process, in planning management succession by:

• helping define future management needs and set related time frames – by gaining up-to-date, incisive, confidential knowledge on the organisation and its plans;
• evaluating executive competencies, performance and vision – through bi-annual interviews;
• assessing executives’ inherent skills, attributes, styles and aspects of personality – through the use of preference surveys and psychometric questionnaires;
• identifying prospective ‘fast-trackers’ and defining selected development plans;
• establishing individual mentoring and monitoring programmes; and
• advising on actual appointments.


EMBARK HELPT KLANTEN BIJ DE PLANNING VAN KENNISOVERDRACHT VIA:

01.

Up-to-date vertrouwelijke kennis over de organisatie en haar plannen helpt bij het definiëren van de toekomstige managementnoden.

02.

Het evalueren van de uitvoerende competenties, prestaties en visie – door middel van halfjaarlijkse interviews en de beoordeling van die inherent zijn vaardigheden, attributen, stijlen en aspecten van de persoonlijkheid executives ‘- door het gebruik van preferente enquêtes en psychometrische vragenlijsten

03.

Vaststelling van individuele begeleiding en het toezicht op programma’s en adviseren over de actieve benoemingen

04.

Het identificeren van potentiële ‘fast-trackers’ en het definiëren van geselecteerde ontwikkelingsplannen