Implementing a Global Succession Management Architecture

Challenge

A global consumer products manufacturer was faced with several industry pressures such as rapid market development, overall industry consolidation, and increased regulatory complexity. These issues provided leadership with a number of key challenges. These included developing a truly global organization with fluid geographically dispersed teams; attracting, developing, and retaining talent in key roles; and pushing decision making and accountability closer to the front line. Because a large degree of organizational success depends on how successfully the current and future leaders address these issues, an immediate decision was made to implement a global succession management program. This program encompasses the talent value chain from initial selection of talent to executive level coaching and development.

Solution

PDI worked closely with the organization to design a framework that defines key business needs, measures the skills needed for future leadership, and develops key talent across the globe.

Critical positions were identified worldwide as well as potential successors and their readiness levels. Simultaneously, senior level interviews and data aggregation were completed on the strategic context and future challenges to complete the Strategic Performance Model and identify the skills needed to support the organization’s long term strategy.

PDI designed comprehensive assessment processes for selection and development that immerse the participants in simulations that reflect the changing nature and demands of the company’s environment. The assessment processes accurately assess the fit between individual capabilities and role performance requirements and give participants a preview of the performance demands two to three years in the future.

Customized multi-rater tools based on the Strategic Performance Model were also rolled out at the middle management and executive level. These tools support intensive one-week leadership training programs as well as individual and group level interventions or development processes.

Result

Some of the key results for this organization include:

• Successfully meeting the business challenges they face in volatile economies
• A transformation into a learning organization where feedback is valued and sought
  
• The creation of a powerful method for comparing global talent across geographies and an understanding of how talented managers will perform in the skill areas the organization needs most in the future
• The availability of structures and resources to support successful development and behavior change after feedback

They have accomplished all of this with participants reporting that they feel each component is a constructive, positive investment in their future. Participants note that they gain personal, useful coaching and insight into the company’s future challenges. The leadership views this investment in succession management as crucial to helping the organization remain globally competitive. This strategic initiative maintains the highest level of executive support.