Identifying successors for senior positions is a critical undertaking for any business. You need a fair and objective process to select and develop the best leaders. At Psychological Associates, we use our proven suite of data-driven solutions to create robust and individually tailored Succession Planning processes. We’ve honed our approach for nearly six decades, refining it into a solution you can trust.
How Does Your Succession Plan Measure Up?
Key Components of Succession Planning
Because we have helped thousands of companies select and develop their next generation of leaders, we know that no two succession plans look the same. When building a succession plan that suits the unique needs of your organization, we start with our key components:
We seek to become familiar with your organization. Our in-depth Discovery phase focuses specifically on your culture, competencies, and corporate structure, among other relevant details.
Implementing Executive Development
Gauging Your Organization's Bench Strength
Download our Succession Planning Brochure
What Our Clients Say
Our Succession Research Findings May Surprise You
While the vast majority of survey respondents agree succession planning is important, over a third had not put formal processes in place to identify and develop key leaders. And over 60% admitted that it is not clear who is next in line to fill key leadership roles within their organization.
Why don’t organizational leaders act on this vital strategic practice when we know they’ve acknowledged its importance? There are many reasons, but when a key leader leaves unexpectedly, or the world slides into an unexpected pandemic, the companies who planned ahead are the ones who come out on top.