Why succession management is so important to leadership continuity and future enterprise performance; implementing an effective succession planning process; protecting your organization from the risk of management discontinuity.
Citation preview
1. Effective Succession Management Investing in Leadership
Continuity and Future Performance www.charlesmore.com
2. Troubling Leadership Transition Statistics46% of executive
departures are unplanned 50% of baby-booming senior managers baby
booming will reach retirement age in the next five years51% of
companies do nothave a succession plan inplace Only 6% of companies
have a system y p y in place to build top-flight executive teams
www.charlesmore.com
3. Why Succession Planning Matters Management succession is one
of the most critical strategic risks a corporation faces Failing in
leadership transition can be deadly to even the most successful of
businessesThe faulty integration of asenior executive can cost
acompany 10 to 20 times theexecutives salary inopportunity costs
64% of new executives hired from the outside fail; 40% do so within
the first 18 months www.charlesmore.com
4. Effective Succession PlanningAssures that leadership
continuityplans are in place for all key positionsin an
organization thereby providing for managed change in organizational
leadershipAllows executive leadership to take a pdiscerning look at
leadershiprequirements and capabilities, bothnow and into the
future and build plans of transition, career development and fill
gaps of consequence www.charlesmore.com
5. A Model for Effective Succession ManagementCopyright (c)
2012.Charlesmore PartnersInternational. All Rights
www.charlesmore.comReserved.
6. Critical DeliverablesCreates a roadmap for
executivesuccession and leadershipcontinuityGuides development
activities ofkey executivesServes to anticipate and manageissues of
responsibilityreadiness/career ambitionAvoids transition problems
andpremature promotionsProvides the pipeline ofleadership
capability necessary todeliver strategy www.charlesmore.com
7. Key ComponentsKey position requirements now and into
requirements,the future, taking account of likelyorganizational
architecture shiftsPotential successors (or the lack of) to eachkey
executive position, together withdevelopment needs, gap assessments
andtimelinesNext move readiness assessments so thatopportunities
can be identified ordepartures anticipatedActionable plans to
prepare current leadersand high potentials for
continuingperformance improvement, capabilitydevelopment and future
career opportunity www.charlesmore.com
8. Actionable InsightsSuccession matches. Situations where the
timing of a leaders readiness for leadersnew responsibilities
coincide with the timing of a successors readiness.Incumbent
restrained. Situations where a leader is ready for
newresponsibilities, but no successor is as yet
identified.Succession mismatches. Situations where a leader is
ready for newresponsibilities, but no successor is ready.Blocked
potential. Situations where a leader is ready for new
responsibilities, p y p ,but the incumbent in the next-level
position is not ready/likely to move on for2 3 years or
longer.Valued leader at risk. Situations where more than one
successor is identified.TheTh unsuccessful candidate will b at risk
of l f l did ill be i k f leaving unless alternatives are i l l
ifound.Organization at risk. Situations where no successor is
present and correctiveaction is either a priority or simply
judicious. www.charlesmore.com
9. Tangible ResultsPuts in place strategies and plans for
leadership continuityand successionDefines and personalizes
leadership developmental prioritiesand investmentMotivates
leadership performance and retentionAnticipates and smoothes
leadershiptransitionsMitigates the risk of
leadershipdiscontinuityBuilds ongoing leadership andenterprise
capabilityStrengthens stakeholder confidence g
www.charlesmore.com
10. More Information +1.215.353.6472 www.charlesmore.com
[email protected] www.charlesmore.com
