Succession Planning Case Study
Problem: Filling a Key Position
The client had a critical open position that they desired to fill internally. With high stakes involved, the client wanted to be sure they were making the best decision. They also wanted to implement a more robust succession planning process to identify their best future leaders and do a better job of developing them from within.
Solution: Succession Management
Psychological Associates partnered with the CEO and the Board of Directors to gather as much information as possible on their company. We believe in fully understanding an organization’s need and company structure before making recommendations.
Our Psychological Associates team used our Executive Assessment and 360° Survey solutions to evaluate internal candidates. We compiled the data, created a diagnostic summary, and presented it to the CEO and the Board, along with our recommendations.
As a larger solution, we assessed all members of senior management using our Executive Assessment and 360° Survey solutions. Our consultants coached each manager for 12 – 24 months, with an increased focus on team dynamics. Senior management members are now participating in our Leadership Through People Skills workshop to develop additional self-awareness and improved leadership skills.
Results: Adding Objective Data Enables A Better Decision
- The client used critical data and input from Psychological Associates to choose an internal candidate. They were able to make a more informed decision than in the past with more data at their fingertips. Going forward, the company feels that they will be able to better identify leadership candidates with the additional succession planning data now available.
- The client is moving towards a Q4 culture with a focus on results and a focus on people. They are teaching people leadership skills to their managers to make them more effective leaders.
- The client organization has bolstered its leadership development process. It is now introducing employees at the next level to the assessment and feedback process. By providing leaders insight into their strengths and developmental opportunities, the company can formulate more effective individual development plans to propel leader development.
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