1. How does your succession
planning strategy stack up?

2. Yet, Bersin & Associates, reports that
21% of organizations have no succession
management of any kind in place.*
DO YOU?
* Bersin & Associates Succession Management Maturity Model®
There's no doubt about it. HR and
senior leaders in most organizations
have spent some time considering the
ideal succession program.
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3. • Respond effectively to change
• Recruit and retain
the best talent
• Support organizational
growth
When well executed, succession planning
can help your organization:
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4. But, you'll notice some big
differences in companies that value
and execute a best-practices
succession planning program vs.
those who do not.
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5. • Leaders are actively involved in creating succession
goals that are connected to strategic vision
• Competency models are effectively used to measure
the performance standards for each position
• Promotion readiness is measured effectively because
each position has clear standards in place
• There are methods in place to evaluate
performance, promotion potential and assist in
closing any performance gaps
Here are just a few of the elements that
successful programs share in common:
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6. Wondering how your succession
program compares to industry best
practice? Find out by taking this
succession assessment created by
industry expert Dr. William
Rothwell and Halogen Software.
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7. After answering 20 questions,
you’ll receive a complimentary
customized report that identifies
the key criteria your company
excels at, and what needs to be
improved for you to become best
in class at this mission-critical
talent program.
Here’s how it works
Curious about the questions?
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8. 1. Established measurable goals to guide the succession planning
program?
2. Established a regular means by which to recalibrate succession
planning program goals annually against changing competitive and
organizational conditions and priorities?
3. Found effective ways to keep senior managers involved and
committed to the succession planning program?
4. Linked succession goals to career planning goals so that individual
development has a clear “what’s in it for me” for individuals?
5. Established talent pools by levels based on the strategic strengths
of the organization?
6. Created a means to review talent on a continuing basis to ensure
that promotable individuals are being properly
developed over time? (Conduct talent reviews.)
Some questions at a glance
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9. Get started now
Start your online succession planning
assessment now.
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Visit our website to learn more:
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