Succession Planning

Your organization’s future is at stake. PCI secures it with a structured, proven approach to succession planning. 

Succession Planning Process Steps

An effective succession plan requires clear, defined steps. For mission-critical roles below the C-suite, we break it into 4 key stages.

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    PREPARE

    • Identify Mission Critical Roles
    • Assemble Succession Committees
    • Define Critical Competencies, the Nomination Process, & Metrics

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    IDENTIFY

    • Nominate Potential Successors
    • Discuss & Short-list Nominees
    • Nominees participate in an Objective Assessment of Potentia

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    DEVELOP

    • Create Talent Profiles
    • Discuss Profiles & Development Plans
    • Implement Development Plans

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    MEASURE

    • Compare Metrics to Baselines
    • Identify Successes & Opportunities
    • Make Process Improvements

PCI
What Our Clients Say

What Our Clients Say

The PCI assessment is a key instrument in Cadillac Fairview's talent assessment toolkit. The assessments, and time with an organizational psychologist, provide an objective data set to support all facets of our talent processes including recruitment, succession planning, and leadership development. Our CF Values are core to everything we do, and Deborah Bell and team have been incredible partners in aligning insights and reports to reinforce our Values behaviours that support our OneCF Culture and enable business performance."

-Vice President, Human Resources and Change Management

Why Prioritize Succession Planning?

Hiring or promoting without preparation can lead to costly failures, disruptions, and high turnover.

Leveraging Assessments in Succession Planning

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    Executive Assessments

    An objective assessment reduces biases and helps to identify the leaders with the most potential to be an effective successor.

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    360 Degree Feedback

    We usually conduct interview-based 360 for CEO succession because it provides the richest data. At other levels, we create a customized online tool that measures your success factors.

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    Individualized Development Plans

    Data from the assessment and feedback reveal each leader’s unique set of strengths, gaps, and risk factors. Tailored developmental activities are designed to fill the gaps and mitigate the risks.

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Succession Planning Best Practices

Succession planning isn’t easy. But it’s not rocket science. Learn the basics in this guide. Table of Contents Strategic  Considerations Identify Business Impacts. One major reason to engage in succession planning is to avoid negative business impacts when a key role is vacated unexpectedly.  Business impacts can be operational, tactical, or strategic in nature.  Think…

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