Most organizations have some sort of succession planning process in place, but many struggle with implementation of the program and the ongoing development of succession candidates. Based on our experience and research we advocate…
Differentiate Talent for Development Purposes
We advocate differentiation because organizations have limited development resources and opportunities and people have different development needs.
Performance Potential Matrix
A weighted model that helps an organization recognize the difference between performance and potential. An organization can have a High Performer with no potential, and a Low Performer with High Potential. Understanding talent in an organization really is critical to organization effectiveness and building sustainable results. Our methodology provides a simple process and disciplined approach to enable leaders to better understand who to place in mission critical role with a higher degree of confidence that both organizational and individual needs will be met.
Most organizations have some sort of succession planning process in place, but many struggle with implementation of the program and the ongoing development of succession candidates. Based on our experience and research we advocate…