It is estimated that 20% of the best-known companies in the United States will lose 40% of their senior executives to retirement by the year 2006. Moreover, the results of a recent survey of chairpersons of large corporate boards demonstrate that succession planning is ranked 3^rd as one of the top concerns, only after financial results and strategic planning. According to executive search leader, Korn/Ferry, only one-third of Board Directors felt their companies do a satisfactory job of succession planning.

Succession Planning from Top to Bottom: Filling the Leadership Funnel™

Research has shown that companies that have integrated talent management and succession planning systems have significantly better fiscal outcomes than companies that do not. The best way to build a pipeline of talent is to begin to evaluate talent early and to continue to build and develop that human capital as they move through the organization. Using the concept of our exclusive Leadership Funnel™, we help organizations design, implement, and carry out the systems necessary to build executive-level talent. Using this paradigm, we can assist with succession issues at all levels of the organization.

Our Assessment System Technology

Whether the need is to implement a succession planning system, or to simply evaluate a group of high-potential candidates, Jackson Leadership uses world-leading expertise and technologies in strategic change and talent management to bring maximum value to clients. Our assessment and evaluation paradigm is built upon four key pillars:

1. “Shoulder to shoulder” design of vertically-aligned Assessment and Executive Coaching systems consistent with our clients’ strategic goals
2. Valid, cutting-edge methods of potential and growth possibility that become more intensive as level increases
3. A “Leadership Classification System” used to track and classify leaders within a Performance/Potential Matrix, with specific developmental planning foci for each category.
4. A comprehensive Talent Review Checklist and Meeting package where current abilities are contrasted against those required of the next level.

Using these technologies, we enlist the participation and involvement of senior leaders in client organizations to provide a rich, contextualized description of leaders’ skills and abilities.

Benefits and Outcomes

• Make the best possible Succession Decisions
• Achieve a high Return on Investment by growing internal leadership talent
• Ensure your leaders have the skills and abilities necessary to propel your organization into the future
• Reduce leadership turnover
• Retain and fast track high-potential individuals
• Increase the depth of your talent pool several levels down in the organization
• Move leaders into more senior positions with minimum business disruption
• Ensure “readiness” of succession candidates for leadership position

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