Managing High Potentials and succession. It's down to you.

Can you answer, in an instant, the following questions about your organisation:

• Who are our High Potential individuals? Who have we missed?
• Which of our High Potential individuals have an increasing risk of leaving us?
• Which of our Succession Plans are at greatest risk of failing to deliver?
• Which high performers must the organisation focus its retention efforts on?
• Who, for example, speaks Spanish, wishes to move internationally, has high level commercial skills and experience in the past of working with the community?

How did you do?

Or alternatively, could you provide:

• Succession plans for Managers, those more likely to leave and Critical Posts?
• By role or even skill set, a list of those currently unidentified future successors?
• A list of those who are immediately ready to take on new challenges in specific business areas or roles?
• Potential team members, matched to deliver a specific programme such as a merger?

We can help.

Using Talent®, you'll be able to do all of the above and more. Try your hand at tackling a range of reality-based business scenarios. These range from new business acquisition and integration through to sales team enhancement and individual career choices.

By working through the scenarios - and challenging yourself to see if you make the 'right' business decision - you'll see how Talent® can help and prove the value of Talent Management in your business and save the day!

Want to know more about how to introduce robust succession planning?

When you are ready to see for yourself how succession planning software can help you answer the difficult talent planning questions, do get in touch.