Solutions
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Succession Planning

Stability Through Succession

Effective succession planning is crucial for ensuring the long-term success and stability of your organization. We understand that developing a robust succession plan goes beyond merely identifying potential candidates for leadership roles.

We can help you build a comprehensive approach to developing future leaders, maintaining organizational continuity, and ensuring the continuation of the vision for your business.

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How we help

Future Leader Identification

Maintain Cultural Alignment

Ensure Leadership Continuity

Reduce Succession Risk

Create a Leadership Pipeline

Building Leaders for the Future

Often the hardest part of succession planning is determining who is next in line. Utilizing data and insights into your needs, we help identify high-potential individuals within your organization and create tailored development plans to prepare them for future leadership roles.

By assessing their strengths, abilities, and leadership potential, we ensure that the right people are nurtured and equipped with the necessary skills and knowledge. This proactive approach not only prepares them for upcoming challenges but also fosters a culture of continuous growth and development within your organization.

Protect the Organization You Built

Maintaining and enhancing your organizational culture during periods of change is crucial. New leaders need to uphold core values and drive the mission forward, all while paving new paths.

By embedding cultural alignment into the development process, we help you preserve the unique aspects of your organizational identity. This alignment ensures that future leaders are not only competent but also committed to maintaining the cultural integrity that defines your organization.

Overcome the Hurdles to Succession Success

Due to competing priorities, new personalities, and political dynamics, leadership changes often don’t go smoothly. By understanding the wider organizational circumstances, we focus on ensuring there is alignment and support from all stakeholders, providing an easy and seamless path for transitioning key roles.

By having a clear plan and prepared succession support teams, we help your organization navigate changes with grace, ensuring that critical operations and strategic initiatives continue without interruption.

Prepare Future Leaders For Threats

There can be many risks associated with leadership transitions, and as a result, many transition plans fail. We ensure that potential risks aren’t overlooked, and that critical knowledge and expertise are retained within the organization.

By proactively managing these risks, we safeguard your organization against the uncertainties of leadership changes, maintaining continuity and stability.

Prevent Leadership Gaps

A robust leadership pipeline is essential for filling both known and unexpected leadership gaps. Each new hire in your organization could be a candidate for a future leader and should increase your leadership bench strength.

Through development at all levels, we help ensure a continuous flow of prepared leaders ready to step into key roles as needed. By maintaining a pipeline of future leaders, you can respond swiftly to changes and ensure your organization remains resilient and adaptive in the face of new challenges.

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Bartell made the difference between my desire for Restek to function as a team versus actually becoming a team.

Thanks to the Bartell organization, Restek has become a company where every employee thinks and functions as if they are owners.

Of all the money Restek ever spent – Bartell and Leadership Flight School™ made the biggest impact on our culture and financial success.

Paul Silvis

Founder of Restek, Current Head Coach of Silcotek

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Building the Succession

Plan for your Success

Succession planning is more than “passing the torch”. It’s about equipping your organization with a depth of leadership – leadership that pays dividends no matter the season your organization is in.

We help you plan, identify, develop, and retain top talent to ensure seamless leadership transitions and long-term success.

Plan

The first step for any succession plan is to understand and explore your talent needs. This could involve ensuring a smooth transition for a key executive or building out second and third-order leadership pipelines for all critical roles.

By conducting a thorough analysis of your existing leadership talent and future needs, we identify the gaps and opportunities within your talent pool. This strategic approach ensures that your organization is well-prepared to handle leadership transitions seamlessly, maintaining stability and continuity.

Identify

Once we have a clear understanding of your talent needs, the next step is to identify existing talent within your organization that fits those roles. Using a combination of assessments, we evaluate leadership proclivities, abilities, traits, and interests to determine the best candidates for each position.

If internal talent is not available or sufficient, we support the selection process to find the ideal external candidates. Our comprehensive identification process ensures that the right people are positioned to lead your organization into the future, aligned with your strategic goals.

Develop

Finding someone who is “ready to go” is rare, which is why development is a crucial part of any succession planning solution. We create tailored development game plans for each individual, focusing on enhancing their skills and preparing them for their new roles.

Targeted training, mentoring, and technology ensure your leaders are primed to enter their new positions. Our development approach not only equips your future leaders with the necessary competencies but also boosts their confidence and readiness to take on new challenges.

Retain

Retaining the talent you’ve identified and developed is essential for the long-term success of your succession planning strategy. We help you spot potential causes of attrition and utilize predictive analytics to proactively address these issues.

By understanding the factors that influence employee retention and satisfaction, we can support in implementing strategies to enhance engagement and loyalty. Our goal is to create an environment where your top talent feels valued and motivated to stay, ensuring that your investment in their development translates into sustained leadership and organizational success.