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Succession Planning: Don’t Leave it to Chance

July 2024

I have developed a Strategic Succession Planning Framework which I have been using effectively with various clients.

Robust succession planning is crucial for each organization’s long-term stability and helps ensure leadership continuity in the event of a key change in employees.

By making leadership decisions early, investing in individual development, and developing transition timelines, organizations can build a sustainable team with the support and buy-in that leaders and their successors require. And, retain their top talent.

Without developing and regularly updating a detailed succession plan, organizations open themselves up to serious performance risk.

If unable to effectively bridge the knowledge gap after a key member departs, there is a risk of losing the support of key stakeholders, including the Board.

The objective is not only about finding a capable replacement for an eventually departing leader. It should also be an opportunity to evolve and enhance the role with foresight and alignment to the future needs of the business. Even if the current occupant of the position is successful by all metrics, that does not mean that the role itself is fully equipped to meet the future needs of a growing organization.

If succession planning is done poorly or neglected, the organization’s prospects and the futures of those who depend upon it are left to chance. Most boards and senior leadership teams won’t take that chance.

Please reach out to me to discuss the creation or review of your organization’s succession plan. Don’t leave it to chance.

CEO – Manufacturing Company

We were a growing organization with limited HR resources and inconsistent policies. The company retained Wendy as a consultant. She implemented a complete HR system including employee manuals policies and programs for Canada and the USA.  Much of what Wendy did also helped us sell the business to a major international company. Thereafter, she also assisted us in managing a successful transition and integration. 

Throughout several years, Wendy gained the trust of our senior management team and many of our employees, always helping
further the success of the company.  As a result of her work with our company, Wendy was asked to provide HR consulting services to other subsidiaries in North America also owned by our parent company. In this capacity, she implemented HR programs for a number of new acquisitions. Wendy’s work included working with immigration lawyers to transfer employees from Europe to Canada and the USA. I was ecstatic with the work Wendy did and I would unreservedly recommend her to anyone who needs help in their business.


CEO
International Manufacturing Company