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More for Your Time and Money
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Our succession planning process is designed to rapidly assess all employees
within a single business unit or department for about the same cost as
sending a handful of them for individual testing at assessment centers.
Time Investment:
Each manager will spend about 10 hours over the course of 3-4 weeks completing the training and judgment process.
Dollar Investment:
100-200 Employees: $249/employee
200+ Employees: $199/employee
In addition to managerial training and an organizational design effectiveness review, you will receive an individualized report for each employee detailing his current potential and predicting his future leadership potential. This report will allow you to:
- Spot currently underutilized employees.
- Identify employees who are suffering from insufficient leadership.
- Identify high potential employees and expert track employees and tailor their development planning appropriately.
- Spend your training and development dollars wisely.
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The First Step to Strategic Succession Planning
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Poor organizational structure is an often overlooked cause of turnover.
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Our research, containing over 5,000 data points, shows that 17% of employees are negatively effected by poor organizational design.
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Your succession planning efforts are futile if your employees aren't staying around long enough to progress up the corporate ladder.
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Usually the first employees out the door are those with the most options, your high potentials.
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Email Us
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To request your FREE, no obligation Organizational Design Effectiveness Review, simply click here to email us with your contact information, and we will call to schedule an appointment.
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What's Included in an Organizational Design Effectiveness Review?
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We will work with your department or division head to clarify whether your organizational chart has the appropriate number of layers to carry out its mission.
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Too few layers will leave your employees struggling to cover too many layers which leads to burnout.
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Too many layers creates a bureaucratic mess within which decisions are often left to someone else, who leaves them to someone else, who leaves them to someone else...
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