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State of Succession
Planning Report
Are you doing enough to
identify and develop talent
to build bench strength?
“The benefits of a successful program are
broad – from reduced time to fill critical
positions and reduced turnover costs,...
Succession planning ≠ Replacement planning
Succession planning
• Focuses on talent
development
• Strategic
• Long-term sol...
Yet 21% of organizations have
no succession management of
any kind in place.*
By not addressing succession
planning, compa...
It’s too
costly and
complicated
We’re too
small to
need one
We have a
replacement
plan instead
We don’t
know where
to star...
The goal of the State of Succession
Planning Report:
to provide a big picture view of
the state of succession planning
pro...
The State of Succession Planning Report:
Measures four dimensions of succession planning programs:
Identification Assessme...
The results:
Organizations are not doing enough to identify and
develop talent to fill key positions.
Overall average
succ...
Dimension 1: identification
Identification of succession planning needs, linking
needs to goals, and linking goals to stra...
• Confusion among senior leaders about intended results
and strategic goal alignment
• Outdated succession planning progra...
Using the identification elements to assess needs and
individual/department promotion potential
Average rating: 47% (FAIL)...
A low assessment score may indicate a need to:
• Strengthen or extend competency models as a
strategic foundation for tale...
Working with individuals to shrink the development
gaps, and moving forward to help each area develop
talent pools
Average...
A low development score could signify a need to:
• Find out what motivates employees to develop their
skills and abilities...
Actively keeping senior management, department-level
management, and individuals appraised of progress;
encouraging partic...
A low management dimension result may
indicate a need for:
• Ownership of the succession planning program by senior
leader...
Your workforce is your organization’s only sustainable
competitive advantage and the most critical means to
achieve your c...
How does your
organization
measure up?
Download the full report
Learn how to set up your organization
for #SuccessionPlann...
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State of Succession Planning Report: Are you doing enough to identify and develop talent to build bench strength?

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Developing and maintaining a leadership and talent pipeline makes the list of top concerns in executive surveys year after year. This report examines data from companies around the world to determine how well those organizations are identifying, assessing and developing succession planning programs. It also suggests action plans to help your company learn how to improve your talent management processes.

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State of Succession Planning Report: Are you doing enough to identify and develop talent to build bench strength?

  1. 1. State of Succession Planning Report Are you doing enough to identify and develop talent to build bench strength?
  2. 2. “The benefits of a successful program are broad – from reduced time to fill critical positions and reduced turnover costs, to cost improvements in developing high-potentials and enhanced competitive advantage.” Dr. William J. Rothwell President of Rothwell & Associates, renowned Succession Planning author
  3. 3. Succession planning ≠ Replacement planning Succession planning • Focuses on talent development • Strategic • Long-term solution Replacement planning • Identifies short-term replacements • Tactical • Stopgap measure
  4. 4. Yet 21% of organizations have no succession management of any kind in place.* By not addressing succession planning, companies risk losing top performers, endangering business continuity plans and hurting their bottom line. * Bersin & Associates Succession Management Maturity Model® Developing a talent pipeline and leadership readiness make the list of top concerns in executive surveys from Harvard Business Review, PWC, Deloitte and Gartner year after year. Get the free report: Download now
  5. 5. It’s too costly and complicated We’re too small to need one We have a replacement plan instead We don’t know where to start Management doesn’t think it’ll work Why companies put off succession planning Get the free report: Download now
  6. 6. The goal of the State of Succession Planning Report: to provide a big picture view of the state of succession planning programs as well as guidance for improvement. Get the free report: Download now
  7. 7. The State of Succession Planning Report: Measures four dimensions of succession planning programs: Identification Assessment Development Management Assesses 600+ organizations worldwide Compares succession planning strategies with established best practices Get the free report: Download now
  8. 8. The results: Organizations are not doing enough to identify and develop talent to fill key positions. Overall average succession planning intelligence score: 48% 48% Based on a survey of 600+ organizations Get the free report: Download now
  9. 9. Dimension 1: identification Identification of succession planning needs, linking needs to goals, and linking goals to strategic vision Average rating: 49% (FAIL) Based on a survey of 600+ organizations Get the free report: Download now
  10. 10. • Confusion among senior leaders about intended results and strategic goal alignment • Outdated succession planning program • Unclear profile of the ideal person for key role or leadership position • Ineffective or unmeasurable competency models A low identification score may indicate: Get the free report: Download now
  11. 11. Using the identification elements to assess needs and individual/department promotion potential Average rating: 47% (FAIL) Dimension 2: assessment Based on a survey of 600+ organizations Get the free report: Download now
  12. 12. A low assessment score may indicate a need to: • Strengthen or extend competency models as a strategic foundation for talent management • Leverage competency models to communicate expectations, build organizational culture and cultivate strengths • Establish an objective means to assess an individual’s promotion potential and readiness Get the free report: Download now
  13. 13. Working with individuals to shrink the development gaps, and moving forward to help each area develop talent pools Average rating: 49% (FAIL) Dimension 3: development Based on a survey of 600+ organizations Get the free report: Download now
  14. 14. A low development score could signify a need to: • Find out what motivates employees to develop their skills and abilities • Develop a plan for closing development gaps so people are ready for promotion • Create ways to hold people accountable for their own development • Establish a system to prepare high-potential employees for future responsibility Get the free report: Download now
  15. 15. Actively keeping senior management, department-level management, and individuals appraised of progress; encouraging participation in succession planning programming; and evaluating the program and responding to needed changes Average rating: 47% (FAIL) Dimension 4: management Based on a survey of 600+ organizations Get the free report: Download now
  16. 16. A low management dimension result may indicate a need for: • Ownership of the succession planning program by senior leaders, not HR • Communication of roles and responsibilities on a regular basis • Accountability among managers to develop future talent • Identification of potential talent and a process to gather and aggregate that information • Evaluation of your succession planning program against measurable goals Get the free report: Download now
  17. 17. Your workforce is your organization’s only sustainable competitive advantage and the most critical means to achieve your company’s strategic goals. You must take steps to hire, retain and engage the best employees you can. strategy goals workforce development analysis repeat Get the free report: Download now
  18. 18. How does your organization measure up? Download the full report Learn how to set up your organization for #SuccessionPlanning success. www.halogensoftware.com Download now

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