Preparing for future success
Succession planning consulting built on real experience leading these processes inside large, complex organizations, not just facilitating a workshop about it. Jason has designed and run both succession planning and talent-review processes at the enterprise level, including building the process itself where none existed.
Succession planning at the top, talent reviews throughout
The same structured conversation, run at different levels of the organization, so leadership has a real, honest view of both its most critical roles and the bench strength that follows.
Succession Planning
Structured conversations with senior leaders and HR about who's positioned to step into the business's most critical roles: potential backfills, a structured view of performance and potential, realistic readiness timelines, and an honest look at the gaps standing in the way and how to close them.
Talent Reviews
The same structured approach, extending deeper into an organization: mid-level leaders, emerging leaders, and other key or high-potential roles, allowing leadership to see its true bench strength, not just the top layer, and where to focus high-potential development.
Designing It From Scratch
For organizations that don't have a structured process: building the mechanics, including prework and tracking tools for senior leaders, a simplified performance-and-potential framework to use live during discussions, and a repeatable cadence an organization can run on its own going forward.
Facilitation available
Every engagement starts with getting the process itself right: the structure, the framework, and the tools senior leaders need. From there, it's your call. Many organizations want to run the actual sessions internally once built, while others prefer obtaining assistance to help them facilitate, leading the discussion and compiling the results into clear tasks and action items afterward. Both are available, scoped to what's most helpful and useful for you.
"Jason is highly successful and effective in designing, developing, and innovating leadership development curriculum — always looking for new ideas and ways to add value for participants. It's been impressive watching him take a senior leadership program global, launching the first series in China."
— Global Talent Management LeaderNot sure what this would look like for you?
That's exactly what a quick conversation is for: free, no pressure.
Let's Talk