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 the proper grooming and development, a successor often:
- Continues to think like an employee
- Manages rather than leading
- Doesn’t think strategically
- May have poor judgment
- Doesn’t strengthen the company’s culture
- Doesn’t earn trust and respect of others
- Doesn’t know how to influence others
- Doesn’t know how to 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 to salvage the company
A well-prepared successor will:
- Maximize Growth, Profits & Cash Flow
- Minimize Turnover, Loss of Customers & Risk
- Reduce the Stress of a Transition
- Help Ensure the Founder’s Legacy
- Reduce Demands on the Outgoing Owner’s Time
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 their 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.