Talent and C-Suite succession
Things I’ve done
- Manage succession pipeline to increase inhouse share of executive placement
- Design and run individual executive audits for top level positions
- Individual onboarding at executive level
- Develop groupwide competence model
In the war for talent having a systematic plan to identify, develop and provide meaningful paths for inhouse top performers is key to stay competitive. It is more than selecting the right people for the right jobs. It is projecting what will be needed when and where on the one hand and providing growth opportunities for your people to meet those projections on the other hand.
I am interested in helping organisations select the right people for the right jobs. Part of this work is strategic and conceptual. In addition I gravitate toward the more personal and pragmatic tasks of helping individuals improve their impact and increase their influence.
What I think
Questions I might be able to help you with
- How do I identify key performers?
- How do we choose the right candidate?
- How do we leverage our inhouse talent?
- What behaviours do we want from our leaders?