Succession Pipeline

Absence of right capabilities in key roles

Having to recruit externally  for key leadership positions

Cultural dilution as a result of constant  external hiring

Adverse effect of transition vacuum

Ineffective training and development strategy

Analyze business requirements and  structure people capabilities to meet short term needs

Introduce a comprehensive succession planning process to identify future gaps

Develop a differentiated multi-level successor development strategy

Identify  people development needs across the organisation

Multilayered Succession Plan

Development plan to meet desired succession

Recruitment strategy to fill gaps

Comprehensive talent strategy

Policies and processes for internal talent development