Executive Succession Planning
Do you advance senior managers based on “who’s next in line”, or based on a clear-eyed, scientific assessment of the requirements of the role and the potential of the candidate to meet them? Our managing partners have experience designing executive succession planning processes for companies of all sizes, and will bring their experience to your organization.
Organizational Succession Planning
How many Superintendents will you need in five years? How about Project Managers? Have you considered how many of the incumbents will still be in position, how many will have left, and how many will have moved up? What growth assumptions have you factored in?
What about Senior Design Managers, Proposal Specialists, and Regional Attorneys?
As tricky as all of this math is, the real challenge is accurately identifying those with the potential for advancement, accelerating their preparation for a larger role, and ensuring their success once in it. And then doing this simultaneously across all disciplines and levels in the organization.
From 2006-2017, Paradyne President Jon Swartzentruber did exactly that as Kiewit’s Vice President of Leadership Development, decreasing the time-to-advance to Project Manager by 40%, and helping Kiewit become the only construction or engineering company on Fortune/Aon Hewitt’s Top 25 Companies for Leaders list.
Let’s sit down and talk about your company’s own top to bottom succession planning needs and gaps.
Paradyne’s managing partners have extensive executive coaching experience, including fifteen straight years providing transition coaching for every new Vice President and District Manager at one of the largest contracting organizations in North America.
The goal of executive coaching is to increase effectiveness by generating positive, permanent changes in professional and leadership behavior, thinking, and habits. We work with CEOs, board members, and experienced executive or newly promoted managers to ensure success in the job at hand, or to prepare for a larger role.
Wouldn’t it be great to know – in advance – how well someone will perform in a future role you’re considering them for? But how can you predict the combination of skills, experience, behavioral competencies, personality characteristics, and cognitive abilities necessary to succeed in a particular role? And even if you could do that, how can you measure these things in a potential candidate?
Now you can. While some “job fit” assessments claim to do a small part of this, Paradyne’s psychometric/behavioral suite – nicknamed “Corporate Moneyball”, provides you with a sophisticated multi-factored “Ideal Profile” for any role in your company, such as Lead Foreman or Project Manager, along with a comparison of the suitability of candidates for that role. Corporate Moneyball ensures that you have all the tools necessary to add good validated science to your gut instincts.