Predictive Success Academy
Succession Planning | Predictive Index® Partner Canada
How do you maintain the elite workforce you have now, for years to come?
Succession Planning
It’s no secret that tomorrow’s organizational success is dependent on putting the right leaders in the right roles at the right time. Yet, studies show that most companies don’t have a formalized succession plan in place – lack of planning can be detrimental to a business. Boards and leaders of organizations know the value in effective planning but the question commonly arises … where do we start?
In this workshop, you’ll learn a framework for building a more diverse leadership pipeline with an unbiased identification process. We’ll explore four key anchors in shaping the succession planning process – the organization’s external environment, strategic priorities, behavioural fit, and cognitive agility and align on target benchmarks. We will review incumbent profiles, share benefits and considerations of each, and co-design transition requirements. You’ll come away from this session feeling confident about decisions, ready to have the necessary conversations with talent, and energized to drive a transition plan forward.
This workshop is ideal for organizations looking to:
Create or modify a formal succession planning process
Improve how leaders are identified, assessed and selected
Uncover high potentials and develop the next generation leadership pipeline
Manage the transition from one leader to another
Create targeted leadership development programs and plans
About this session:
Session Length: 120 Minutes
Session Format: In-person or virtual
Ideal Group Size: Up to 6-10 team members
Client Feedback
“The succession planning workshop helped us make higher quality decisions around selecting our future leaders. Better yet, the right people were in the room to make and align on key decisions.”- CHRO”
“Great session – lots of insight around the leaders we should have in place.” – CEO”
“The session was helpful in moving discussions forward and reinforced how important it is to articulate what’s important for the organization going forward, the importance of team relationships with key stakeholders, and to keep an open mind about who may be successful in various roles.” – Director, HR”
“Good session and an educational one to boot.” – Board Director”
Visualize the DNA of your future.
Predictive Success’ organizational charts provide you will a birds eye view of the working style of everyone in your company, so everyone in the company can transparently see how they can best interact with each other. As well, C-Suite managers can identify and predict top performers in the years to come, ensuring the company hires and inspires individuals who will lead the company to continue elite level performance in the years to come.
Talent Optimization is a four-part discipline that details what’s needed to align business strategy with talent strategy for optimal business results.
- 1Act nowNobody is ready to cover Marcus OrtegaAll three sites run through the COO, and no one below him is ready to step in.
- 2Could step upTwo people could step upJonah Feld and Sam Whitcombe have the profiles and the record worth developing toward his role.
- 3WatchOne team is stretchedLucía Herrera carries nine direct reports, and her team is the least engaged in the company.
StrategistPI Reference ProfileBehavioural pattern: PI’s four factors3Department and direct reports