The DFA Approach to Succession Planning

• Who are the key people you want and need to develop to insure your company’s success?
• Do you have a plan for this?
• What are the career paths that your most talented people should be following?
• Is each path customized to fit the abilities and talents of people involved?

The biggest thing going on today is a movement away from traditional succession planning.  Instead of focusing on the top 25 or 50 employees, companies are pushing succession planning down to use it as a development tool.  Because of our years of experience, we partner with HR organizations and line managers in support of best practices to insure retention of the “best and brightest,” and correct placement and career development for all potential leaders. 

Ten Steps for a Complete Succession Planning Program

1. Analysis of your talent needs
2. Comprehensive Career Development Feedback Tools
3. Job Analysis/Selection/Searches
4. Knowledge Capture with “Appreciative Inquiry”
5. Emergency/Risk Management Succession Planning
6. Strategic Communications
7. Professional Development Planning
8. Executive Coaching
9. Monitoring and Evaluation of Progress
10. Formal Talent Reviews

DFA will: 

• Insure that the right people are aligned with the right tracks and your strategic needs
• Insure that you are doing Succession Planning and not Selection-Planning
• Improve your leadership development and retention rates as bi-products

Diane Foster and Associates has done Succession Planning work clients in many industries, including Advanced Micro Devices, AT&T Capital Corporation, California State Auto Association, the Kitchell Corporation, and Pacific Bell.

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Fact Sheet