Succession Planning
Challenge
A company wanted to develop a pipeline of leadership to manage a large-scale organizational change process and enhance the company’s ability to continue to move forward in the future. The company was faced with the pending retirement of key leaders and the advent of a number of large organizational changes, including changes in funding structure and movement to an asset management approach, and needed to ensure an ongoing pool of leadership talent.
Solution
O.E. Strategies was commissioned to conduct a workforce analysis study to determine critical skill sets that needed to be developed to create sustainable leadership capacity within the company. The workforce analysis determined skill requirements of leaders and identified how changes in the nature of work within the organization would impact these skills over time. In addition to identifying critical leadership skill sets, the workforce analysis helped to identify potential structural and process considerations to encourage continued leadership development. These considerations included recognizing areas for cross-functional development and specific steps the company needed to undertake to develop leaders. Throughout the process, O.E. Strategies developed and implemented an assessment center and customized a 360-degree feedback tool to assess current competencies in both internal and external candidate pools. Collaboration with current leaders and the broader project team supported the development of action plans for the candidate pool and for ongoing coaching. Work is being handed off to internal employees who are receiving hands-on training in managing the process.
Outcomes
Leadership development with the company remains a high priority. Specific action plans have been developed for higher levels in the organization and coaching is in progress. Significant development in leadership areas and change management skills has already been noted and leaders have reported an increase in self-awareness and positive reactions to the process.
Challenge
A company wanted to develop a pipeline of leadership to manage a large-scale organizational change process and enhance the company’s ability to continue to move forward in the future. The company was faced with the pending retirement of key leaders and the advent of a number of large organizational changes, including changes in funding structure and movement to an asset management approach, and needed to ensure an ongoing pool of leadership talent.
Solution
O.E. Strategies was commissioned to conduct a workforce analysis study to determine critical skill sets that needed to be developed to create sustainable leadership capacity within the company. The workforce analysis determined skill requirements of leaders and identified how changes in the nature of work within the organization would impact these skills over time. In addition to identifying critical leadership skill sets, the workforce analysis helped to identify potential structural and process considerations to encourage continued leadership development. These considerations included recognizing areas for cross-functional development and specific steps the company needed to undertake to develop leaders. Throughout the process, O.E. Strategies developed and implemented an assessment center and customized a 360-degree feedback tool to assess current competencies in both internal and external candidate pools. Collaboration with current leaders and the broader project team supported the development of action plans for the candidate pool and for ongoing coaching. Work is being handed off to internal employees who are receiving hands-on training in managing the process.
Outcomes
Leadership development with the company remains a high priority. Specific action plans have been developed for higher levels in the organization and coaching is in progress. Significant development in leadership areas and change management skills has already been noted and leaders have reported an increase in self-awareness and positive reactions to the process.