Succession Planning & Career Development
Succession planning prepares people to step into critical roles when leaders move on. Tuscan identifies your mission-critical roles, assesses potential successors, builds development plans and tracks readiness, so leadership transitions are orderly and the business keeps its momentum.
A successful organization with sustainable growth needs to look beyond the horizon. You need to be prepared for the next 1, 2 or 5 years, and the next 10 years too. Having the right leadership is key to that. With succession planning, an organization can form a leadership pipeline so that the right candidates are identified and groomed to take on the responsibilities of higher roles and responsibilities when the time comes.
Succession planning is strongest when it draws on the wider talent toolkit. It works hand in hand with our performance management, employee assessments and learning and development services to build a genuine leadership pipeline.
Preparing for any type of changeIn any organization and business, leadership turnover is inevitable. However, that does not mean that it has to be debilitating. If an organization is prepared and manages the leadership transition well, then it can be an opportunity to change direction and strengthen its capacity and build momentum.
As an organization that takes succession planning seriously, they never face situations with a response like ‘What do we do now’. Instead, its response in the face of a leadership transition would be ‘We are prepared for that’.
Not every leadership transition would be as planned. At Tuscan Consulting, we help you make sure the transition is orderly and successful as the organization continues to advance on its mission and priorities.
At Tuscan Consulting, our approach towards succession planning is customized for your organization. There is no one-size-fits-all approach here. It is also beyond executive search. As part of this, the various areas that we cover include:
1. Mission Critical Roles, if left vacant these positions can pause great risk for the business.2. Leadership Competencies
3. Talent Review Meetings
4. Step-in Candicates (Emergency Plan)
5. Potential Successors (Creating a leadership pipeline - Ready Now, Ready in 1 to 2 years, Ready in 3+ years)
6. Individual Development Plans (Coaching / Mentoring or 360 degree reviews)
7. Leadership Presentation
8. Board Presentation
9. CEO Succession
10. Communication Plan
11. Succession Planning Metrics, Evaluation
Incumbent inputs on job description and anecdotal information, potential successors.
Succession Planning Committee provides inputs on potential successors.
CEO Succession
We go through our database to assess a CEO candidate whose profile fits the organization’s overall strategy. This is just the first step in an extensive and thorough process including assessing all potential candidates, simulations for analyzing their responses and abilities in real situations, and preparation valuable insights for the board to decide.
Career DevelopmentWe also provide development solutions for filling roles and skill gaps. Our career development services also include finding and filling organizational gaps, strategic build/buy decisions, and role-specific strategies.
Talent ReviewAs part of or talent review services, we provide an organization clear insight into its existing talent at all levels. Our AI Talent Risk Agent, part of the Consultex AI platform, adds an early-warning layer here, analysing workforce data to flag flight risks and succession gaps before key seats fall vacant. This enables learning of whether succession planning is helping to create the leaders it needs.
At Tuscan Consulting, we help you get results and measure them with insights and metrics as well. Being prepared for every situation- including leadership transition is key to organizational success and survival. Reach out to us to learn more about how we can help you do that.
Succession sits inside a broader talent agenda, which you can explore across our HR consulting services.
Succession decisions benefit from a neutral view, which is one reason HR consulting firms in Dubai are asked to facilitate them.
How do we build a succession plan?
- Identify. We pinpoint mission-critical roles and the risks around them.
- Assess. Potential successors are assessed on performance, potential and readiness.
- Develop. Targeted development, coaching and stretch assignments close the gaps.
- Monitor. Readiness is tracked and the plan refreshed regularly.
Frequently asked questions
What is succession planning?
A structured way to identify critical roles and prepare internal successors, so the organisation is ready when leaders move on.
Which roles need a succession plan?
Start with mission-critical roles: senior leaders and positions that are hard to fill or vital to operations and strategy.
How often should a succession plan be reviewed?
At least once a year, and whenever there is a major change in strategy, structure or leadership.
Key HR terms explained
Succession Planning · 9-Box Model · Leadership Development · Young Talent · Talent Management
Write to us at info@tuscan-me.com or call us at +971 4 558 3158 for more details...
