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Succession Planning

Client success story – Aim Transportation Solutions

Client success story – Aim Transportation Solutions

By on Aug 29, 2018 in Blog, HR Consulting, Leadership, Success Stories, Succession Planning, Training and Development, Training and Development Consulting | 0 comments

Most organizations reach a point where they need to get really specific about what traits make leaders successful in their organization.  Sometimes organizations get lucky and promote the right people from staff positions into supervisory roles and these people are successful leaders. But many times, the wrong person gets promoted, and this is because they focus more on the person’s success in their current role and less on what the expected behaviors are for leaders and whether this person has demonstrated their ability to exercise them.  This month’s success story shares our recent work with a company that came to that conclusion. Aim Transportation Solutions is the largest, privately owned truck leasing company in North America. Aim Leasing Company was founded in 1982 as an affiliate of McNicholas Transportation who was, at that time, the largest steel hauler east of the Mississippi. Their initial goal was to purchase and maintain equipment for companies that didn’t have internal logistics capabilities. Since then, they have achieved steady growth and are now considered the largest, privately owned truck leasing company in North America. Like many growing business, identifying and promoting the right people into the critical middle management role was something Aim struggled with. Their people are truly passionate about solving their customers’ problems, but this passion does not necessarily mean that these employees would be good leaders. What Aim wanted to do was develop tools and processes to identify potential leaders in a consistent manner, in order to increase newly-promoted supervisors’ success, and continue to enhance their ability to solve customers’ problems. Vice President of Human Resources Patty Durkin said: We knew that by implementing a process to identify potential leaders in a consistent fashion would greatly enhance our succession planning efforts.  We are a growing company in a very dynamic industry…we need to make sure we have the right people in the right place and trained the right way for our customers.  This is especially true for anyone with the great responsibility for leading people.   We connected with OA based on their experience helping companies implement leadership development programs.  They have a solid methodology for identifying leadership competencies, defining them, and helping organizations integrate them into their succession planning...

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OA featured in Galliard Family Business Advisor Institute newsletter

OA featured in Galliard Family Business Advisor Institute newsletter

By on Aug 16, 2017 in Blog, In the News, Organizational Design, Recognition, Succession Planning | 0 comments

Organizational Architecture is pleased to share our recent article published in the Galliard Family Business Advisor Institute newsletter.  Our piece Succession planning is more than ownership and control…it’s how you build a strong organization can be found here on their website.  In this article, we share the benefits of succession planning and how to develop a succession plan for your business. The Galliard Family Business Advisor Institute is an educational membership organization of advisors and business leaders working to support the success of family-owned and closely-held businesses, raise the standards of family business advising, and provide continuity in service across our network. We are proud to be members of the Galliard Family Business Advisor Institute network of advisors and are thankful for the opportunity to help family-owned with their workforce strategy challenges. Learn more about our work here and check out our blog for other helpful resources.  If you need support aligning your workforce strategy with your business strategy, contact us and connect with us LinkedIn, Facebook, and...

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Assessing talent readiness through succession planning

Assessing talent readiness through succession planning

By on Jul 13, 2016 in Blog, Succession Planning | 0 comments

The long-term success of an organization requires identifying individuals with the potential and desire for advancement through succession planning.  What happens when a position on your team becomes vacant? When an opening occurs, are you caught off guard?  If so, you are left with a gap in your team because no one is ready to step into the role vacated. You can be left with unhappy customers.  You will be left scrambling to find a replacement, and you may hire out of desperation.  For the success of your business, in terms of revenue growth and customer satisfaction, it is essential to have a succession plan in place. First thing in assessing talent readiness is to rank your employees. Review position essential to the business’ operations Review all staff job descriptions Rank you staff against the skills, behaviors, results, and competencies outlined in the above documents. These rankings aren’t performance ratings; rather, they assist in determining developmental needs, identifying potential successors, evaluating overall position strengths, and assessing the overall strength and quality of your team. After having assessed your team, you are ready to rate your talent readiness.  Rating the talent readiness of your staff simply means identifying which employees are considered promotable, and determining when they will be ready. One more important thing… having identified promotable staff, one thing you will need to do is rate the risk factor of losing these employees within twelve months using a scale of low, medium, or high.  If the risk factor is high, consult with your immediate supervisor to identify opportunities to help ensure that top performers are ready for advancement. Watch for new postings on workforce strategy or contact us for other helpful...

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What is Succession Planning?

What is Succession Planning?

By on Jul 11, 2016 in Blog, Succession Planning | 0 comments

Succession planning, or talent review, generally deals with position replacement strategies that focus on the development of a pool of talent to prepare for the future of a company.  The primary object of succession planning is to build “bench strength.” This is defined as having the right mix of staff who possess the necessary skills and experience, a continued sequence of qualified staff ready to fill vacant positions, the right mix of promotable staff, the right pool of leadership, and an identified strategy or plan for succession. There are a few key elements to succession planning. These involve identification of current staffing needs, forecasting staffing needs, evaluation of staff in terms of strengths, weaknesses, gaps, and potential, matching the supply of manpower to the available positions, and assuming that positions will eventually become vacant. The process of succession planning requires that you: Be familiar with job descriptions Consider the overall strategic direction of the company Understand career opportunities to help identify career objectives for staff Identify growth potential in your staff Provide professional development plans designed to enhance skills sets of staff Monitor development of staff Assess the succession readiness of all employees Having an effective and efficient succession plan or talent review strategy in place will help grow and expand your business, promote people from within, and ensure the survival of your organization. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn,...

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Building bench strength with succession planning

Building bench strength with succession planning

By on Jul 15, 2015 in Blog, Succession Planning, Talent Acquisition | 0 comments

Having the right people, in the right place, at the right time begins with identifying current and future staffing needs, in conjunction with a thorough understanding of position requirements. To obtain a quick understanding of current and future staffing needs, you must first create a staffing/succession chart. This will help determine how employees are performing, who is on the verge of advancement, and who is on the verge of leaving. Mapping out your staffing needs on paper, along with the answers to these determinations, will enable you to: Match the supply of manpower to the positions available and identify potential shortfalls or gaps. Consider potential movement scenarios. Determine where you need to have successors in place or in the process of learning necessary skills. Factor the “domino effect” of selecting an internal candidate into the succession planning process, potentially resulting in a different position vacancy. Transition an employee into a new role with a positive business effect. Forecast future recruiting needs, based on identified shortfalls or gaps. For the success of your business, in terms of revenue growth and customer satisfaction, it is critical to start succession planning now, before a gap in your team places your business goals at risk. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn,...

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Advantages of succession planning

Advantages of succession planning

By on Jul 13, 2015 in Blog, Succession Planning, Talent Acquisition | 0 comments

Staffing is the number one challenge facing most companies today, and succession planning is often the most effective remedy. With its proactive approach to staffing needs, emphasis on employee development, and focus on career growth opportunities, the benefits offered by succession planning are numerous. A variety of factors can cause a position to become available including business growth and expansion, promotion or transfer, medical leaves, resignation or termination, or retirement or death. Succession planning allows you to anticipate key staffing needs before they become “emergency” situations. It also enables you to: Minimize the potential for gaps in your team. Ensure continuity of staffing. Prevent premature promotions. Avoid transition shortcomings when employees are promoted. Ensure ongoing availability of leadership talent. Work toward improving the diversity in our workforce, which is critical to our ongoing success and growth. Choose the best person for the position, rather than the best available person. Due to its strong focus on developing internal talent, succession planning can help avoid some of the risks associated with hiring new talent. Companies generally have better information about internal candidates than external ones. An organization’s reputation for training and development, coupled with career growth opportunities, has been proven to play a significant role in: Attracting quality candidates. Motivating existing employees. Retaining top performers. Building employee satisfaction. Succession planning involves evaluating performance and identifying the succession readiness of employees. It allows you to determine: The percentage of high performers or potential high performers. The number of marginal or inconsistent performers. This, in turn, helps you evaluate how well you have been: Recruiting, interviewing, and hiring. Training and developing your team. Managing employee performance. Succession planning helps maximize your team’s competency and effectiveness in the long-term, ensuring the ongoing success of your organization. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn,...

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