Succession Planning

Recruitment and training costs, shifting demographics, global skill shortages, and public trust are all factors driving organizations to become more and more serious about growing and retaining their own talent.

Our Process

Through our extensive experience and research working with best practice organizations, we’ve witnessed successes and some pitfalls of succession planning. It’s from these experiences that we’ve built this simple, step-by-step approach to succession management, an integral part of talent management.

The Jackson Consulting Group has provided succession management guidance and support to numerous successful organizations including Coca-Cola, BC Pensions, VanCity, and TELUS.

Our succession management process provides a simple, flexible, thorough framework for all your succession planning needs. We’ll work with you to ensure each component is aligned with your HR plan to drive organizational performance.

High Potential Assessment

Assessing high potential is crucial to attracting and retaining organizational talent. We’ll help you remove the guesswork when assessing employee potential.

Our three-pronged approach to determining high potential assesses the elements most likely to predict high potential:

• ability: using our unique Competency Success Profile methodology, we’ll help you to describe the abilities required for future leaders in your organization.
• aspiration: when assessing high potential, no assumptions can be made. We’ll help you to assess an individual’s true aspirations for more challenging roles.
• engagement: understanding, and improving, how closely connected an individual feels with your organization is fundamental to the succession planning process. We’ll help you explore what individuals thinks about the future of the organization and how likely the organization is to provide them with the right challenges, opportunities, and rewards.