One of our telecommunications clients was interested in developing a structured succession management system that would stream its entire management cadre through increasing degrees of assessment for succession and development purposes. We began by examining their existing performance management and succession planning programs. We also incorporated their competencies into the assessment protocol.

We helped the client to develop the skills necessary to conduct brief but valid assessments of its entire management group using a reliable, valid and brief measure of critical thinking ability. Those individuals who scored well and who received high potential ratings in their most recent performance management process were streamed into the next assessment process which entailed completion of an occupational personality assessment questionnaire relating to the key core competencies of the organization. Once again, a further refinement of the list of candidates resulted in approximately ten percent of the original management cadre making it through to the third round of assessments. This entailed a behaviourally-based competency assessment involving structured interviews conducted by the client. Once again, we trained the client to conduct the competency-based interviews themselves.

Those candidates who successfully completed the competency-based assessments were then brought forward to the corporate succession planning system but not before developing in-depth development plans for each of the successful high potential candidates. Both the client and the employees found the process to be comprehensive, valid and focused upon the future growth and development of individuals and the organization.

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