Succession Planning
GROW LEADERS TO GROW THE COMPANY
Is your business, like many small- to medium-sized manufacturers in Washington State, a privately held company? If so, succession planning should be integral to your long-term business strategy.
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INTEGRATED APPROACH TO LEADERSHIP DEVELOPMENT AND BUSINESS SUSTAINABILITY
At Impact Washington, we focus on developing succession options that maximize valuable employees’ skill sets, facilitate their transitions into new roles, minimize change-related internal disruption and turnover, increase your business’s value and sustainability, and address both ownership stakeholder needs and the company’s workforce continuity.
The key is investing the proper amount of time and attention to ensure that pivotal talent is identified and nurtured.
Determining the right people to fill critical leadership positions, and emphasizing the ongoing growth and development of candidates for crucial enterprise jobs, will give your organization peace of mind and a long-term competitive advantage.
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INTEGRATED APPROACH TO LEADERSHIP DEVELOPMENT AND BUSINESS SUSTAINABILITY
At Impact Washington, we focus on developing succession options that maximize valuable employees' skill sets, facilitate their transitions into new roles, minimize change-related internal disruption and turnover, increase your business's value and sustainability, and address ownership stakeholder needs and the company's workforce continuity.
SUCCESSION PLANNING ASSISTANCE AND GUIDANCE
Not only do we want to make sure your manufacturing organization has the most experienced leaders in place now, but we also want to ensure that equally talented individuals are positioned for future succession.
By identifying and implementing career development planning for the next generation of leadership, we'll help your company reach its strategic objectives while keeping the owner's goals top-of-mind. To help your company implement a succession planning strategy, we'll first determine your key challenges using assessment tools and interactive sessions with your senior leadership team to understand and evaluate current organizational skills and gaps.
These insights will then form the framework of a dynamic and collaborative transformation plan that clarifies roles, establishes a sustainable organizational structure, creates development plans for future leaders, and aligns business objectives with existing strategies. By implementing succession planning for your company, you and your senior management team will have a clear, customized, and well-prepared execution strategy and development path.
INVESTING IN TALENT IDENTIFICATION AND SUCCESSION PLANNING SHOULD BE PART OF BUSINESS STRATEGY
There are several reasons why investing in talent Identification and succession planning should be part of your business strategy:
- Supports your strategic business plan
- Promotes business stability and sustainable growth
- Preserves institutional knowledge
- Encourages key employee retention
- Develops employees sooner - and more effectively
- Facilitates career planning
- Improves operational efficiencies
- Reduces risk and ensures business continuity