ail Voisin provides her clients with over
20 years expertise in large corporations as a senior team member, external
consultant and Corporate Coach. This includes her hands-on experience in
developing and implementing Data Driven Succession Planning processes in a variety of industries and providing
a valuable combination of inside knowledge and outside
perspective on the challenges they face in Succession Planning.
"One thing I've learned is that it's never the same process in
any organization. Succession planning needs to be highly customized and
adapted to the specific client needs to achieve success," says Gail. "The
key challenges of retaining high performers and planning for the long-term
health of the organization must become one. It's like a 'just-in-time
talent bank' linked to the fiber of your organization."
Progressive organizations understand that Data Driven Succession Planning is essential
to maintain momentum and continuity. They work with Gail to develop and
implement a process for Boards of Directors and/or senior management to
plan for future changes. As a result, they have highly trained candidates
in place when key positions become vacant, and the corporation achieves
its short term and long term objectives.
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"The process doesn't
have to be as complex as most executives imagine it to be," says Gail. Her
strategy is to simplify the Succession Planning process by integrating it
into the organization's Performance Review Process and other day-to-day
activities. "With today's technology, most products are competitive. It's
the 'human assets' of the organization
that make up the true leading
edge of competition in the marketplace," says Gail.
Gail's experience and research strongly indicate that most organizations'
challenges and problems eventually come down to leadership - all
levels of leadership. With increasing global competition, it is
essential that individuals being developed in Succession Planning have excellent
leadership and coaching skills. These individuals will be responsible for
providing continuity and direction to the organization as well as a return
on investment to key stakeholders.
With a proven track record, Gail uses her "Ten Key Components
of High Impact Succession Planning" to develop and implement a
customized Data Driven Succession Planning process to meet the unique needs of the organization. She also utilizes the in-house expertise of her clients to ensure overall
cost effectiveness. For instance, much of the information needed for Succession
Planning can be quickly gathered in-house
by Human Resources, line management and other employees.
When an organization implements a solid Data Driven Succession Planning process, key
individuals are readily available and trained to step in to the required
position to ensure the ongoing momentum of the organization.