Succession Plans
The purpose of succession planning – including contingency plans
for unexpected vacancies - is to avoid ‘holes’ in the management
structure by ensuring that someone can move into each key role with
credibility.
Problems often arise when members of the management team shape
their work to suit their particular strengths and interests, thus
creating non-standard roles. This makes it difficult to find
managers to succeed them. Another issue is that over time,
management teams develop strong allegiance to shared values. It is
almost always disastrous if a new member of the team has values
that conflict with others.
Potentia addresses these issues through three components:
- Role profiling defines the talent needed
to perform a role by measuring the minimum level of competence
necessary to start with, while also taking account of developments
in the future. This assessment ensures a good 'fit' between the
individual and the role. Role profiling also caters for the roles
of the future; new roles that will be required by new organisation
structures and emerging demands for competence and
performance.
- Personal profiling explores the
individual's potential, indicating the level and type of work that
will utilise and develop natural strengths in the present and the
future. It is then straightforward to see which person fits the
role best in terms of talent, and what needs to be done to bring
him/her in line with competency requirements.
- Values profiling provides a detailed
understanding of underlying motivations. This can have a
significant impact on the company: where a goal is supported by a
strong positive value, a person will put in the effort to push out
the boundaries of his/her potential; whereas personal values which
conflict with those of the organisation can lead to
underachievement. This also reveals how he/she will contribute to
the team – either bringing friction or harmony to the
group.
The combination of these components reveal:
- the full extent of his or her talent for growth in
competence;
- the career structure that will most effectively use and develop
personal strengths; and
- the areas of work that will harness the power of his/her
underlying values and lead to quality performance.
This process can be used to address issues such as:
- Can the pretenders to leadership positions actually cut
it?
- We've run out of the supply of key people...
If you would like any further information regarding Potentia
Prelude, please contact us on +44 (0)20 7865 2180 or email potentia@gtuk.com.