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Succession Planning

by Mike Beek on April 16, 2010

Effective succession planning requires a mixture of past performance and fit with the job.

As we know, just relying on past performance can lead to unpleasant results. The ‘Peter Principal’ is one result–promoting a person to their level of incompetence.

But, more likely they just don’t have what it takes to succeed in that position because they don’t have the behavioral and cognitive characteristics needed for the position.

I work with clients to meld these job-fit characteristics along with key performance indicators and skills to select and groom individuals for promotion. This methodology results in dramatically improving the odds of promoting employees into jobs where they will continue to be top performers.

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