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Succession Planning

Turnover, especially at the board, executive and HR level when not done effectively can cause significant turmoil within the entire organisation. It is at this time that a plan for succession of critical senior leaders is more important than ever.

Succession planning is a means for an organisation to ensure its continued effective performance through leadership continuity.

For an organisation to plan for the replacement of key leaders, potential leaders must first be identified and prepared to take on those roles. Many times the candidate that seems “right” for the job is lacking key skills, competencies or personality traits necessary for effective leadership at the board level.

Click here to learn more about Succession Planning for your organisation.

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Our Process

Succession planning requires significant assessment of the role, the current leadership team and the potential candidates. This assessment process is necessary to identify the best fit for the team. Additionally, this process allows for a customised development plan for the selected candidate.

  • Phase 1: Set Goals

    Identify the skills, traits and experience required for board and/or executive level leadership.

  • Phase 2: Assessment

    Assess both the candidates and current leadership to determine who would make a good addition to the team. Identify gap between what the high-potential members are able to do presently and what they must do in the leadership role.

  • Phase 3: Strategy

    Develop a customised strategy for succession and continuity.

  • Phase 4: Implementation

    Create a development plan for each high-potential member to prepare him or her for the leadership position.

  • Phase 5: Review

    Review results, capture learning, adapt approach

Contact us now to learn more about
Succession Planning.

Why Triumpha?

We help CEOs to accelerate organisational change, turn the corner on mission critical initiatives and finally breakthrough internal gridlock

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