Source: Softscape

Date: June 2010

Type: White Paper

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Overview: Once reserved for the upper echelons of senior management, and often viewed as replacement planning should catastrophe strike, today’s succession planning is being redefined. The discipline has broadened in both breadth and scope to become a central component of board-level strategy. Succession planning focuses on managing risk and ensuring continuity across all levels of the organization –- risk of untimely departures of critical personnel, risk of retirees taking their skills and knowledge with them and leaving nothing behind, and risk of losing high value employees to competitors. It does so by helping your business leaders identify top performers within the organization, create dynamic “talent pools” of this critical talent that other leaders can leverage, and prepare and develop these high-performing employees for future roles. If this was easy, everyone would be doing it. The problem that exists today is that succession planning is barely automated, let alone optimized.

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