Succession Planning

At Turner Brown, we understand that change is not easy. We help companies of all sizes respond to external and market forces to become more agile and stay competitive. We collaborate with our clients to develop a process and evaluation criteria for identifying future leaders. Our work is informed by interviews, surveys, research, competitive analysis, established best-practices, and the vision for success defined by our client's Strategic Plan.​

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In order to ascertain whether a traditional (C-suite) or modern (key role) approach to succession planning should be utilized, we assess the current state and shape of the organization. This includes determining whether, and how, succession planning is currently done and facilitating discussions among key decision makers and stakeholders by establishing a committee or conducting a survey in accordance with client preference. We determine what areas need improvement, and whether succession planning is linked with the broader human capital planning process and aligned with overall business plan.

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Next we facilitate the implementation of the program and driving its key values, roles, responsibilities, and links to HCM planning and business planning.  Turner Brown's methodology is flexible; however, we normally recommend a 5-step process which includes:

• Key position profiles

• Competency and capability modeling

• Identification

• Succession

• Knowledge transference

• Evaluation and review

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We're here to make change easier for your organization.