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Human capital is the sum of innovative and productive capabilities
residing within individuals and the members of an organization. It is the force that creates value. Succession planning is
the process of harnessing the natural, and predictable, evolution of
this capital in a meaningful, consistent and beneficial fashion. The
goal is to create the pipeline and reservoir of talent required to
formulate and achieve the strategic objectives that enhance an
organization's long term viability. If people are truly an
organization's greatest asset, then management of their
capabilities and contributions is an essential business function that
cannot be left to chance.
Good decisions need good information driven by good
insights and understanding. The science of human measurement and modification has
advanced tremendously in recent years. Measurements and systems are available to qualified professionals that provide the meaningful and
reliable information required for growth and substantive change. There is no
reason for many former intangibles to be left
inadequately managed or controlled. Akin to gravity, you
cannot see abilities, motivation, values or potential directly, but their
effects can certainly be observed and predicted. Quantifying and shaping
your human capital permits the effective management of your most vital
resource that would otherwise be guided by circumstance or convenience.
This development workbook is designed specifically to
assist people who aspire to senior roles - the top two or three levels
of an organization. The purpose is to provide a thorough and
precise process for achieving the most effective career and
professional progress you are capable of. The system and measurements
used are likely far more comprehensive than others you may have
considered or engaged in. Most of the measurements in the assessment
phase require specific graduate training and qualifications. The
Competency and Performance Driver analyses and developmental resources
are all drawn from leading global sources in their fields. As well, a
top level conference list and regular
executive resource
newsletter are included to facilitate your ongoing developmental
progress.
One key principle driving the formation of this workbook
and underlying the Succession Management Process is that each
high-potential individual is responsible for their own development. The
time when corporations carefully managed the careers of their
high-potential professionals and leaders has passed. Now those who
aspire to be successful managers and executives must take a proactive
role in managing their own careers if they hope to achieve their potential. It is also
clear that management development is not effective when it is a process
done to a manager. Just as a physician cannot enforce a prescription indicated by an examination, no one but yourself can
take responsibility for the outcome of this process.
Ultimately, it's yours.
However, you will not be working in isolation. The program
encourages you identify and receive guidance, advice and support from a
network of people. For example, your line-managers, senior managers
within the organization, subordinates, mentors, human resource
professionals, advisers or consultants, your customers, colleagues and
subordinates. In addition, outside work there are
friends, family and other personal contacts who will provide valuable
support. You are responsible for accessing and coordinating the various
resources these people represent.
If you are engaged in the full program, you will recieve
an eight to twelve page report written by an experienced professional.
It consists of a concise executive summary of your potential and
prognosis, incorporates a section analysing your position in each
competency cluster and includes custom developmental recommendations.
These are synthesized from a large range of sources including the
formal assessments, the Competency and Performance Driver analyses,
discussions, telephone interviews and your responses to the variety of
information requested online. If you encounter any queries or
quandaries, don't hesitiate to send us an email.
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