Succession Management

Succession Management is an exercise in determining the Estimated Time of Arrival (ETA) of a person to a specific position

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As a talent analytics company, we obviously favor an evidence-based approach to determining these factors, but the opinion of the succession owner (the person who will make the decision to hire) is just as important.

So we collect data for each of the factors, but also do an interview with the succession owner.

You can go through this process by clicking on the START button below.

Once the interview/s are done and the data are collected, we provide an interactive dashboard that can be used to facilitate a succession discussion with the relevant succession development owners.

You can try out the Succession Dashboard below:

 

How we facilitate the discussion

Step 1: How big is the succession gap, and what does that mean in terms of identifying the most appropriate succession action, i.e. build, buy, borrow, bind ?

You can change the level and/or functional area to get a view of the succession gaps.

Step 2: How aligned is the perception of the succession owner with the analytics about the person?

Where there is a RED triangle, the succession owner’s responses indicate a shorter ETA than what the data indicates.

The danger is that the successor is appointed before they are ready.

Step 3: Where are the development areas for an individual?

Click on the “Succession by Individual” tab and you’ll get a complete assessment of the person identifying exactly what factors need to be developed to close the gap.

These factors provide an on-going discussion framework for allocating resources and evaluating progress towards the target position.

Succession Demo Data

Moving Beyond

be ready ‘now’ and ready ‘later’ with Succession by the Peopletree Group

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