Succession Planning Management

	Seeks Direction Analytical Methodical Accurate		Provides Instruction Task Focused Handles Interruptions Detail Oriented
	Results Oriented Focused Communicator Multi-tasker Tactical		Directive Interactive Proactive Strategic

In a world of increasing staff turnover and decreasing loyalty … organizations have to get their leadership development right. That has made succession management a strategic necessity.

- Harvey Schachter

Business Columnist, Globe & Mail

You have to define what kind of talent you need, both for the present and the future.

- Jeffrey Gandz

Richard Ivey School of Business

Best practice succession systems are effective at spotting potential shortages of talent within the firm and identifying crucial linchpin positions – a select set of jobs that are critical to organizational success and need special attention.

- Fulmer and Conger

Growing Your Company’s Leaders

Increased responsibility requires importantly different behaviors
Higher level decisions involve greater risk and stronger accountability for results; not everyone is interested or motivated to lead others and make potentially “risky” decisions
Managers and Executives must delegate detail and focus on big picture solutions while Entry Level and Supervisory staff are motivated by hands-on, specialist activities

Succession planning management is the critically important business process of recruiting, developing, and retaining the best managers and leaders for various levels in the organization. Our research with a variety of industries and organizations has revealed that there are oftentimes considerable differences in the combinations of behaviors necessary for high performance in: entry level positions, supervisory roles, management positions, and the executive levels. (See above examples.)

Succession planning software such as the JPP job profiling technology will enable organizations to examine each of their entry level to executive positions in all departments or disciplines to identify the specific "high performance characteristics" necessary for each of their positions. During pre employment screening initiatives, the organization will be able to identify the trait profiles of applicants and more strategically evaluate their succession potential within the organization.

Similarly, gathering OPP Personality Profiles on existing employees will help the organizations to identify succession potential and initiate the invitations for select employees to prepare for future roles. The Pro.file succession planning system enables organizations to better understand their current and future HR needs and allows them to develop an effective succession plan for the future.

In some industries that we have worked with, there is a requirement for a significant body of knowledge and business skills in order to qualify an individual for executive positions. In those industries and organizations especially, it is strategically important for the HR Departments to proactively recruit entry level employees who have the combinations of characteristics necessary for management/executive roles. Pro.file succession planning management software makes it possible for these organizations to assess prospective employees for these leadership characteristics.

Please Contact Us to learn about Pro.file Succession Planning software tools.