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Succession Planning & Executive Selection: Choose Tomorrow's Top Talent Today
“Dr. Henman is a key person in our hiring process, synthesizing test results and personally interviewing all final candidates. Her judgment and ability to assess candidates were crucial to our success in rebuilding our top management team.”
—James Dale
President, Brooks Instrument
Is your organization experiencing mergers, acquisitions, downsizing, or growth? if so, you face an unprecedented need for reliable information about key executives both those in your organization and those you plan to hire.
At Henman Performance Group we offer a systematic process that gives the organization objective, indispensable data–the information you need to avoid costly hiring or promotion mistakes.
We bring eye-witness, in-the-trenches experience to the table to help clients of all stripes improve the way they plan the future of their companies, develop the leadership pipeline, and meet their continual succession needs.
Objectives
- Access each candidate's strengths and weaknesses to determine suitability for hiring or readiness for promotion.
- Ensure immediate high productivity when jobs are vacated.
- Improve performance of participants in their current areas of responsibility.
- Prepare the organization for expected and unexpected departures.
- Map out a clear succession plan and timeline for key positions so individuals can develop skills and gain the experience they will need to move forward in the organization.
Benefits
- Avoid costly hiring and promotion mistakes and prevent premature or ill-advised promotions that often cost the organization 1-4 times a person’s yearly salary.
- Ensure legal and ethical compliance in your succession planning.
- Guarantee leadership growth keeps pace with organizational goals.
- Attract top talent in the industry and provide opportunities to retain these stars.
- Reduce external search costs by developing from within.
Process
- We review your current succession plan to determine whether it supports your mission, vision and values and evaluate your strategic objectives vis-á-vis the current pool of talent. Based on this information, we forecast future talent needs.
- Working together, we establish competencies for each key position, identify critical success factors for each position on the leadership team, and agree on standards for high-potentials.
- Then we identify possible successors for key positions.
- Through interviews and comprehensive testing, the Ph.D. consultant aggregates data for making succession planning recommendations.
- The consultant then provides an evaluation of each candidate's strength and improvement opportunities and gives feedback to the company and the participant.
- Finally, the consultant offers recommendations for the candidate's development and improvement, often accompanied by ongoing coaching to the individual.