Are these your issues?

• People are leaving because they say they cannot see any future career with you
• Succession planning has lost its way
• The organisation does not have any coherent framework of processes, language and involvement in planning for continuity
• Career plans are not well reviewed at the time of appraisal
• Feedback to individuals as to how, where and when they may progress is patchy or nonexistent
• Individuals progress up silos
• There is little analysis as to how the inventory of people talent matches organisational needs
• The organisation doesn't take risks with appointments

 

 

How MLI can help:

• Utilising our 12 Steps for Implementing Succession Planning
• In designing a coherent career management framework and embedding it into your culture
• Advising you on how to develop matching policies and processes
• In classifying and assessing potential - beyond just the 'HIPOs'
• In planning to fill the capability gaps between now and a target job
• In 'mapping' the organisation for its special learning opportunities, and viable paths forward
• In defining optimal career paths for your future leaders