Executive Assessment & Succession Plan
We support the identification of managerial assets and strategic resources for the organisation to effectively support change situations and build succession tables, which ensure business continuity. In the same way, we assist companies in identifying emerging leaders beforehand, i.e. resources with potential, in order to forecast whether they will be able to effectively fill organisational positions of greater complexity and responsibility over time.
To this end, we are able to design management assessment processes that are fully customised and integrated with methodologies and models already in use by the client. We understand business challenges and translate them into a system of skills and behaviours that can create a differential impact on business results. Assessment is then structured in such a way as to observe these behaviours in action and, where required, to understand the obstacles to their implementation.
Our Potential model also relies on a process of customising the Potential factors to capture the specificities of the company's life cycle phase and the key drivers to take on leading roles. We observe learning agility and the drive for continuous improvement, the drive and courage to make risky choices in situations of uncertainty, the orientation to question the status quo and to involve the organisation with a high level of engagement and enthusiasm.
Once the assessment is complete, our contribution focuses very much on the “so what”: what are the main organisational implications? What development and collective programmes can be put in place to close the skills gaps identified? Which retention and motivation risk elements can be prevented and managed? Which successors are available for top positions, and within what time frame?
We accompany management through this crucial process of reflection and decision-making for organisational change and development, bringing detailed knowledge of people gained during the assessment process and thus maximising the investment made.
Our added value lies in a dual perspective: organisational and individual. In other words, it is our ability to connect data and results from Executive and Potential Assessments with organisational needs, so as to generate a bridge between the “here and now” and the “next” of the company, highlighting key roles, mapping and monitoring successors, visualising potential issues (positions lacking managerial turnover, managers not yet ready for the challenges of the context, talent versus expendability...), to keep human capital sustainability assets in balance and simultaneously identify and manage related risks.
