Succession Planning
This is a core challenge for many businesses in a world with shifting demographics and workplace dynamics – with several generational challenges. Identifying a pipeline of potential leaders as well as immediate successors has become an increased area of focus particularly in regulated industries that require this as part of risk management and mitigation. Often an integrated part of other services (e.g. board effectiveness work, or talent identification work) we enable clients to implement robust succession planning principles as part of their core people processes.
Our clients say
"I have known Maria and many of her team for over 20 years. At Arup I had no hesitation in asking her to partner with us to assist both an HR re organisation including assessment and selection work and more recently a whole region major re - organisation with a scope of 6000 plus employees. Arup is relatively new to rigorous assessment of leadership potential approaches and arguably the more difficult aspect of this was gaining stakeholder buy in. This is where Maria and her team are positively different from many consultancies that operate in this space in my experience. Maria engaged with and researched our culture and history partnering with senior HR professionals building trust to consult and actively influence a successful outcome. The approach could be described as a holistic change and OD consulting process versus a surgical, detached intervention from the ‘Occupational Psychologists’. Maria and her team demonstrate professional courage and tenacity to load the dice toward success. It is a great feeling to know your consultants are standing with you as invested as you are in reaching your goals."
Professional Service Firm (Built Environment), Global Learning and Development Director
