Succession Planning:
With A 30 Year University Tenure
Stakeholders expect that your leadership has taken appropriate actions to transfer
the most important experience.
How can we transfer 30 years of experience?
What happens when your Director of Human Resources decides its time to retire, one that has been involved in many key initiatives from the ground-up – many without precedent. Before they leave, this historical knowledge must be captured, organized, and transferred.
How can we transfer 30 years of experience?
It is impossible to transfer decades of experience, however, shareholders expect that your leadership has taken appropriate actions to transfer the most important experience.
High performing organizations have detailed plans to outline how the organization will develop and invest in people so they are ready when needed. Transition Path solutions bring first hand insights often only known by your experts. Our results allow you to properly assess the skills and competency needed to be successful in a particular role, anywhere they reside.
The Situation
Nick, the Director of Human Resources, is retiring in twelve months with over 30 years’ tenure. He has been involved in many key initiatives from the ground-up – many without precedent. Before he leaves, this historical knowledge must be captured, organized, and transferred.
The University needs a solid succession plan that allows Nick to support training and onboarding.
The Solution
Transition-Path conducted a 90-minute BroadScope™ with Nick where he identified several key resources, main priorities, challenges, opportunities, and focus areas for his successor’s first 100 days. His knowledge, at a high level, was captured, organized, recorded, and ready to use.
The Result
When Nick’s successor, Jenn, was hired, they spent time reviewing Nick’s BroadScope™ in detail. Transition-Path then facilitated a 90-minute Detailed Discovery™ in order to drill down deeper on areas of accountability for which Jenn was slightly less confident.
The original BroadScope™ was enriched and highly useful as one of Jenn’s onboarding tools and it was highly notable that Jenn was up to speed quicker than was customary for new hires. The organization successfully executed a succession plan that sustained organizational performance.
We Make Organizations Disruption-Proof
Our succession planning process bridges gaps in knowledge and confidence!
