We do not view succession planning as a linear progression. It is not a singular act that in kind only replaces the CEO.
Read When Loss is More than a Position to understand the risks of losing specific individuals.
Succession is a connection of defined events to ensure against any lapse in leadership – whether the countdown is on for a planned retirement or a catastrophe has left a vacancy. Our process radiates from your strategic plan and permeates every layer to ripple within and throughout your entire organization.
The Art of Succession Planning book was great because it importantly underscores the need to engage in succession planning throughout the bank, not just the CEO position.
Dave Vernon, First National Bank of Orrville
Whether for an internal placement or an external search, we go beyond simply identifying future candidates to effectively develop each person and every position. The key is a very deliberate shift from a job-description-only mentality to one that is instead shaped through the creation of a statement of expectations.
Job descriptions are limited to tasks, policies and protocol and often fail to deliver results. A statement of expectations:
- Articulates the desired capabilities of the next leader, qualitative and quantitative.
- Guides the search function to ensure that candidates are aligned with your strategic philosophy.
- Translates institution-wide for the development of a consistent leadership pipeline.
Succession Planning-Based Solutions
- Staff development
- Recruitment counseling
- Retention strategies
- Roles and expectations creation