“She is the best programmer we have ever had so managing people should be easy for her”
“We promoted him to manage the department, if he can manage 4 direct reports, 40 should be no problem”
“If he gets along with everyone and knows the business, he should have no problem moving up and managing those who were once his peers”
Assumptions like these cause organizations to:
- Promote technically skilled people into leadership roles that require a different skill set.
- Promote people who have reached their potential.
- Promote people with the background to be successful but not the expertise.
The CORPORATE INSIGHTS Solution
Identification of Culture and Succession Requirements: Corporate Insights identifies culture and succession requirements using interviews with employees and online assessments. By understanding the company, including structure, culture and future staffing needs, we can predict how well candidates will fit into positions.
Talent Inventory: Corporate Insights tailors an assessment battery, including online assessments, 360 degree reviews, role plays, business cases, and interviews to identify the strengths, limitations, career goals and barriers your succession candidates will face.
Planning for Succession: The bench strength of candidates and their readiness for assignments are considered. This involves summary tables by position, organization and/or department staff who are ready for new positions.
Development Plan: Candidates create a development plan is created with candidates and managerial feedback to make sure that the candidates maximize their performance.