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Succession
Planning
An Organizational Development project with Nikao Consulting to ensure businesses run smoothly after key employees retire, and a strategy for passing leadership roles to the next level of succession
Building a pipeline of successors for key positions
Begin by identifying key (management, technical and network) positions for succession planning
Creating a competency map of key positions
Talent Audit
Identify high-potentials for successors by auditing employees' performance, potential, and competencies against success profiles of key positions
Leadership Development and Projects
Equipping high-potential with training, and projects for upskilling, knowledge transfer, and testing
Succession Planning Phases
Creating a Pipeline of Talents through a structured Organizational Development Process
Phase 1. Determine
Key Positions
Phase 2. Defining Competencies and Success Profiles
Phase 3. Talent Audit
and Gap Analysis
Phase 4. Training and Development, Talent Projects
Phase 5. Evaluating Effectiveness of High-Potential and the Program
Phase 6. Succession Planning Documentation
Contact us for more information
+6 016 2265220
Contact us for a more detailed roadmap of the phases and of the succession development strategy
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