Are You Succession Ready?

·       Identify your most talented staff with critical roles

·       Identify estimated retirement dates for all Senior roles

·       Create a Succession Planning Map

·       Map potential successors for key executive roles

·       Document deep core knowledge of all Executive functional leads

·       Identify gaps in essential leadership competencies

·       Develop personalized development plans to fill competency gaps

·       Establish and implement Mentoring programs

·       Keep Board apprised of successor candidates and development plans

·       Ensure Board is confident of continuity throughout senior executive retirements and transition

·       Make Succession Planning and Leadership Development a core part of your business!