Executive Briefings--Understand the
"pros" and "cons" of succession planning options, including current research, an outline of the decisions that
are necessary to implement a program, the roles and responsibilities of different organizational units, and roadblocks to
Program Charters--Pull together a team of executives, human resources, managers and employee representatives
to custom design a clear, fair, and systematic process specific to the future needs of the organization.
Future Searches/Needs Analysis--Explore trends and critical uncertainties that will impact the organization's future. As possible opportunities to shape the desired future emerge, the organization can profile the type of leader
that will be able to meet the demands of a rapidly changing environment and analyze the new competencies needed for the
workforce to be successful.
High-Potential Cohorts--Establish a year-long, facilitated, learning community of 7-10 emerging leaders focused on benchmarking and action learning