Succession Planning Challenges
"Our succession planning process rewards the popular over the competent. We are losing our best people because nobody at the top knows who they are."
Succession by TalentGuard helps build a pipeline of ready now employees. With our tool, you can make informed people decisions that impact the future direction of your company.
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Pain Point |
Solution |
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Our managers are having trouble identifying and preparing the right people for the right roles. Our succession problems are two-part: (1) we haven't determined the skills and performance standards for these positions because we are too busy and (2) high potential candidates are arbitrarily identified because we don't have a formal process.
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Succession by TalentGuard helps companies identify specific leadership and functional competencies for key roles and provide support to potential leaders to meet these criteria. With Succession by TalentGuard, you can build talent pools based on people or roles and create specific career development roadmaps to facilitate progression. Our tool takes away the guesswork and gives you a solution to your succession problems. |
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Our organization is growing rapidly and we do not have "Ready Now" successors identified for any roles. We are unprepared to handle the growth and nervous about loosing a few leaders to competitors and retirement. Our Board is asking for a succession plan but we are not sure where to start or even how to do succession planning.
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Succession by TalentGuard approaches this situation by helping you identify the critical roles within the company. Our tool helps you build detailed job roles based on input from key incumbents in the position and build assessments based on that information. Using our 360 degree feedback tool, you can assess a recommended set of employees against the appropriate roles to build profiles based on the job thematics. These benchmarks are used to assess the "readiness" of each employee and plot employees on customized talent grids that can be used to manage flight risk and a host of other factors. With Succession by TalentGuard you’ll never be left wondering how to do succession planning. |
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We have high potential employees identified for our top leaders, but the process only involves selecting and updating this list at the annual planning event. A plan doesn't exist to help our successors develop. For each competency gap, we've not identified programs and strategies to close these gaps and reduce the impact of a position vacancy.
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Succession by TalentGuard, used in combination with 360 Insight and Development, allows specific development options to be mapped to key performance indicators within the competency framework. With this information, you can have the tool specify learning and development options—including e-books, videos, training, mentoring and more—to high potential employees to help close skill gaps. |
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It has been painful for the HR department to generate succession reports for the annual planning session. We are forced to create manual organization charts and talent grids. At the meetings, it is difficult to keep up with discussions because we can't update information in real-time to see how a change in our succession plan may impact the company.
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Succession by TalentGuard automatically generates succession-centric organizational charts and talent grids. During planning sessions, managers and HR can use the tool on-demand to make immediate changes for everyone to see and discuss. New succession reports can be generated on the fly for deeper discussions about employees. In addition, using Talent Finder makes it easy for leaders to find talent based on specific succession criteria. |
To learn more about Succession by TalentGuard, call us at 512-943-6800 or email us at info@talentguard.com.
