Experiential Analytical Perspective

Sample Organization 2,500 Employees

Succession Planning and management (Leadership Readiness Analysis) is designed for an organization to analyze the "readiness levels" of their employees, in terms of how many years out they are for each executive position. This can be used to build an adequate supply of succession candidates for each executive position, aiding in succession planning.

As an organization, at least 3-5% of the total employee base should be identified as high-potential, high-performance and high-aspiration employees (75-125 high-potential employees). It is obvious that the other 95-97% of the organization, in cooperation and support with the executive leadership team, is responsible for the overall success of the enterprise.

1-in-7 identified high-performing employees are actual high-potential employees

11-18 actual high-potential employees

Each executive officer position should have about ‘15’ internal/external succession candidates in their executive leadership pipeline.

Organizations should maintain an effective Readiness Analysis management system to analyze the "readiness levels" of their employees, in terms of how many years out they are for each particular executive position.

55% of highly potential employees will drop out of the succession pipeline within 5 years.

              Some will fail to perform as expected

              Some will be recruited away by competitors

              Some will decide not to continue in the succession process

              Some will be sidelined for health reasons