Eliciting Excellence: Successor Development and Successor Recruiting
Successor Development, Successor Assessment and Successor Recruiting
Successor Development Program
Our Successor Development Program is the perfect solution for preparing a successor to take over leading a company. Our Successor Assessments and Successor Development will help them better understand people, have greater influence within the organization, and develop better strategies.
Without proper development,
a successor often:
- – Continues to think like an employee
- – Manages rather than leads
- – Doesn’t think strategically
- – May have poor judgment
- – Doesn’t strengthen the culture
- – Doesn’t earn trust and respect
- – Doesn’t know how to influence others
- – Doesn’t resolve conflict effectively
The consequence of
these issues can lead to:
- – Missed buyout payments
- – High employee turnover
- – High customer turnover
- – Damaged reputation
- – Declining sales & profits
- – Reduced retirement funds
- – Family conflict
- – Having to come out of retirement
In contrast, a well-prepared successor will:
* Bring Out the Best in People *
* Achieve Greater Growth and Profitability *
* Minimize Employee Turnover and Customer Loss *
Our Successor Development Program focuses on:
- * How to Lead (rather than manage)
- * How to Influence (rather than command)
- * How to gain Commitment (rather than just compliance)
- * How to be Strategic (rather than tactical)
- * How to be Proactive (rather than reactive)
- * How to think Big Picture (rather than have a narrow focus)
- * How to make Good Decisions (rather than be impulsive)
- * How to be Business Savvy (rather than job savvy)
- * How to think Long-Term (rather than day-to-day)
How the Program Works:
1. Executive Assessment: We start with a comprehensive 360° assessment to reveal a successor’s strengths and identify competencies that need improvement.
2. Executive Development & Coaching: Based on the results of the assessment, we’ll create a 6-12 month coaching program designed to improve a successor’s weaker competencies and enhance their strengths.
3. Mentoring: We’ll also strategize with the owner to help him or her mentor the successor and expand their responsibilities.