Why Do I need it?
- This is only for company's who have employees and are interested in complete future growth and expansion
What Does it Do?
- Identifies the ‘right people, for the right jobs, in the right amount of time' with no investment in any software required
How Does it Work?
3 Steps for Success:
- Identify the depth of talent in your organization by taking a ‘people centric’ approach – who can move up 2 or 3 positions over the next 3 to 5 years.
2. Recognize a stable line of succession by taking a position centric’ approach to identifying potential successors.
3. Distinguish between KEY and CRITICAL positions, locations, and customers.
What are the Results?
• Enhance bench strength, baseline for current talent and retention strategy to meet strategic initiatives and long- term competitiveness
• Build a leadership workforce with the right leadership talent in the pipeline with a few questions:
- How do we identify the next generation of leadership?
- Do we need to worry about our leadership talent?
- What qualities should we look for in our future leadership?
- Do we need to grow our own leaders?
If you are ready, we will help you develop a succession planning initiative and answer the above questions about the future leadership of your organization alignment and integration of culture and leadership development. A succession planning process that will ench strength, provide an objective baseline measure of current talent, define development needs to meet strategic initiatives, support a long-term retention strategy and long-term competitiveness.
Let us work with you using our approach to build a leadership workforce with the right leadership
talent in the pipeline, which is critical for strengthening your relationship with your people in a sustainable process.
Talent Reality 101 is just the beginning of what we can do to help you and your organization stay successful. Contact us today and we will help you decide what you really need.