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Talent Management      
Business Challenge:
Research indicates that, within five years, companies can expect to lose up to 50% of their executives. To make matters worse, there will not be enough qualified individuals to fill these openings in the future. Are you prepared for this talent shortfall?


The purpose of this solution is to systematically align leadership succession with longer-term, strategic business needs. This allows the organization to develop the "bench strength" required to ensure leadership continuity in key positions, retain and develop intellectual capital, and encourage individual retention and advancement. Based on the organization's vision and strategy, an assessment is made as to the key leadership characteristics and positions critical for success. Next, a Talent Management Plan is created to map out a series of organization structure and leadership changes required over a three- to five-year period. This Talent Management Plan is reviewed on a periodic basis at Talent Review Meetings to make strategic adjustments, as necessary. For internal executives identified as the "leaders of the future,"  Action Plans are created to accelerate their readiness for new and expanded roles.

Benefits and Outcomes:

  • Aligning strategy with human resource requirements
  • Identifying and developing internal "high-potential" talent to ensure leadership continuity
  • Systematically developing the "bench strength"/talent pools necessary for long-term success
  • Increasing the morale and retention of "high-potential" individuals through increased opportunities and career path development
  • Executing against a systematic and comprehensive Talent Management Plan that delineates a three-to five-year plan for organization structure and leadership changes
  • Coaching of executives and "high-potential" individuals using results-based Action Plans to accelerate readiness for new and expanded roles
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