Research indicates that the “shareholder returns improved when leadership positions were filled internally rather than hiring externally.”

Succession planning is gaining importance and momentum to enable identification and development of leaders across levels in line with the growth goals of the organization. Internally identifying and developing talent also helps conserve money and time resources vis-a-vis hiring and training external hires and the time for them to be productive.

Strategy aligned succession planning provides for:

• Establishing competencies at all levels that would enable the organisation strategy
• Defining competency levels that characterize “high potential” for critical roles
• Identification of high potential employees and leaders vis-à-vis the above

We support organizations to develop their own unique talent and leadership development strategy aligned to their business strategy. To do this, we contextualize and deploy the IBM 6 step process of succession planning.