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| | With our rapid growth, Batrus Hollweg has been instrumental in identifying the talent and competencies of potential candidates. The team at BHI has always been great to work with. They offer ideas and are not afraid to challenge a process.
– Vice President HR, National Beverage Retailer |
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BHI Flyers | Succession Planning
| Benefits of Succession Planning
Leadership transitions are disruptive by nature. The best organizations have a clear succession plan in place well before such transitions are mandated. Doing so minimizes disruptions and takes the guesswork out of making crucial decisions about leadership transitions. By identifying the right internal talent to lead the organization in the future, succession planning helps ensure leadership continuity and enhances your organization's performance potential. Identifying the right candidates early on enables you to provide them with the development opportunities and experiences they need to prepare them for roles at the next level. It can also improve the retention of these key employees by providing for them a well-defined career path and a plan for advancing their career goals.
Why BHI Expertise Makes a Difference
For more than 40 years, BHI has helped organizations plan for succession. Our PhD-level assessors provide you with insights that help you best understand each leader's performance and potential. We do so by discerning the underlying characteristics that shape each leader's capabilities, and we articulate those perspectives compellingly and in vivid language that makes sense for your reality. Partnering with BHI enables your organization to understand who is most capable of moving to the next level. Further, we provide guidance on preparing them to do so, which facilitates smooth leadership transitions when the time for change arrives.
Components of Succession Planning
We combine expert organizational insight with psychological science to help you create effective succession plans. Although each organization's needs are unique, our succession planning process typically includes:- Conducting research within your organization to articulate the leadership characteristics and competencies that will be critical for the next generation of leaders
- Completing Full Assessments of high potential employees to determine where and how they can make the greatest contributions
- Facilitating and informing senior leadership team discussions on the succession plan itself, as well as the suitability of each individual recommended for inclusion in the succession plan
- Helping to build targeted development plans for key emerging leaders
- Identifying systemic leadership talent gaps that would best be addressed by recruiting external talent
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© 2012, Batrus Hollweg International Selection Services, Limited
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