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Use cases

Succession planning

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8.1 Securing business continuity through strategic succession planning

Losing key talent threatens business success

Many businesses face significant risks when key employees leave without a clear plan for replacing them. Without a strong succession plan, organizations can experience:

  • Disruptions: Key roles remain unfilled, halting progress.
  • Loss of critical knowledge: Valuable expertise leaves with departing employees.
  • Costly external hires: Hiring externally is more expensive and time-consuming than developing internal talent.

Implement a structured succession plan 
Our solution helps you build a strong succession plan by leveraging PI Job Assessments to identify the specific behavioral and cognitive traits required for key roles. By creating clear profiles for these roles, you can:

  • Prepare internal successors by identifying potential talent within the organization.
  • Have open dialogues with current employees to understand their career plans.
  • Develop future leaders through targeted training, ensuring business continuity.

Top benefits of investing time and money into your succession planning:

  • Reduced risk of disruption: Proactively identifying successors ensures business operations continue smoothly.
  • Cost savings: Promoting from within is far more cost-effective than external hiring.
  • Knowledge retention: Critical knowledge stays within the company, preserving business expertise.

Want to secure your company’s future by preparing for key talent transitions?

Contact us to learn how PI can help you build a solid succession plan

KlaraContact Klara Skoglösa!

+4526822544

klara.skoglosa@predictio.com

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8.2 Developing future leaders through succession planning

Lack of internal leadership development weakens the talent pipeline. Organizations often struggle to develop future leaders, relying on external hires when leadership roles need to be filled. This can result in:

  • Culture misalignment: New leaders may take longer to understand and adapt to the company’s values and vision.
  • Slower onboarding: External hires require more time to adjust to their new roles.
  • Stunted growth: Without a pipeline of internal leaders, business growth is often hampered

Use data to build your internal leadership pipeline.

With PI’s assessments, you can identify potential leaders early and map their natural drives and cognitive abilities to key future roles. The key to succeeding with this is to:

  • Provide clear career development paths for high-potential employees.
  • Establish regular discussions about career aspirations and training needs.
  • Ensure that managers are incentivized to develop their team members for future leadership roles.

Top benefits of investing time and money into your succession planning:

  • Stronger internal leadership pipeline: Identifying and developing future leaders from within ensures cultural fit and faster transitions.
  • Increased retention: Providing career development opportunities keeps employees motivated and engaged.
  • Smooth transitions: Internal promotions reduce onboarding time and help ensure alignment with company goals.

Looking to develop your next generation of leaders from within?

Contact us to find out how PI can help you build a talent pipeline that secures your organization’s future.

Klara

Contact Klara Skoglösa!

+4526822544

klara.skoglosa@predictio.com

 

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