Succession Planning

training_decorusSuccessful succession planning develops a pool of talent so that there are numerous qualified candidates throughout the organization to fill vacancies in leadership.

Building a strong talent base helps to increase employee loyalty and ensure the longevity of the company. This strategy requires recruiting qualified talent, creating a talent pool, and instilling loyalty. The succession plan is more important now than ever before because of changing workforce trends.

We provide consulting and training in business succession planning!

We provide consulting and training in business succession planning!

Succession Planning Training

We facilitate off-the-shelf training that we can customize to prepare your leaders for effective leadership now and in the future. Key topics include:

  • Succession Planning versus Replacement Planning
  • Preparing for the Planning Process
  • Initiating the Process
  • The SWOT Analysis
  • Developing the Succession Plan
  • Executing the Plan
  • Gaining Support
  • Managing the Change
  • Overcoming Roadblocks
  • How to Know When You’ve Achieved Success

Succession Planning Consulting

In addition to consulting with your leadership to develop a succession plan, we offer the Birkman Method® to help your organization identify profiles for high potential future leaders and offer coaching and training to bring out their greatest potential.

Distinguishing Factors of the Birkman Method® 

birkman-international-incCompanies often hire on characteristics that are “believed” important by interviewers, but which later prove to have little to do with actual on-the-job performance. These characteristics are often subjective to the interviewers and often not based on substantive data. Selection profiles that measure general factors for success do give an accurate description of an individual’s personality and motivations and how they might influence performance in a general work environment. Many organizations, however, require more tailored information and measurements. This requires validation.

Research has proven that the most valid factors will differ according to position product/service produced or sold, types of customers, and market environments. A statistical validation process identifies those factors predicting success for a specific position. These factors are validated to performance criteria of the organization. Individuals measured against a validated profile will have a higher prediction for success. Data analysis assessment results along with performance criteria will typically validate a range of critical success factors for performance in a particular position. Top performers may have a different mix of important characteristics that account for their success. Thus, even within the same company, two successful people performing the same function may have different skill sets. Yet they both will have the same overall average across the critical skills.

Once the validation analysis is complete, a specific profile for success within a specific position is established. New candidates can be measured against this profile and an accurate assessment made of their success potential.

To improve selection accuracy, the validation process provides several very significant benefits including:
  • To help meet legislative and legal guidelines for fair employment practices, validation provides statistical proof that a selection technique is related to job performance.
  • The statistical techniques used in a validation can demonstrate the absence of disparate impact based on age, gender and race.
  • The validation process establishes an empirical data base to monitor productivity gains and facilitate modification of future selection criteria as business needs change.

How The Birkman Method® Improves The Selection Process

When you consider that organizations say that to lose one employee can cost them two-to-three times that employee’s fully loaded annual salary, making wise hiring choices is imperative and good for the bottom line. Turnover costs add up quickly. For an employee who makes $50K, it cost $100,000 to $150,000 to replace him because of the time it takes to find a replacement, training the new hire and getting them fully up to speed, expertise lost, and “X” factors such as the customer relationships with clients and co-workers that will be lost. The higher up the ladder the more damage that can be done. Assessments validated to an organization’s specific situation (i.e., a profile based on relevant organizational performance data) can predict with more accuracy the potential of success for a given job candidate.

The Birkman Method® measures all three of these in detail to maximize its potential for predicting and understanding performance and job satisfaction. As a trait-based assessment the assessment distinguishes both differences of “kind” and differences of “degree” to maximize its potential to describe the individual within the situation and provide prescriptive options for dealing with issues or concerns.

Developed through scientific methodologies, the Birkman Method® has been in use over 60 years to provide unparalleled insight and accuracy for individual, team, and organizational management applications.

Plainly speaking, the more an assessment measures, the more predictive it is and the greater the level of understanding it provides. Most assessments categorize individuals based solely on personal characteristics and omit situational factors. Birkman measures and reports.

Key topics include:

  • Succession Planning versus Replacement Planning
  • Preparing for the Planning Process
  • Initiating the Process