Succession Planning begins with Recruitment!

Succession Development

Succession Development is a process that helps identify specific organizational and high potential employees who posses the skills, business acumen (skills, abilities, knowledge, behaviors) to meet the ever-changing needs of the organization through times of growth, retirements, and separation of employees. Organizational need, employee fit, and alignment, play a critical role in preparing for success.

High Potential Employees

High potential employees are those employees who excel in their field, are thought leaders, process creators, innovators, pioneers, leaders, and much more. The Beamish Group will help you identify, prepare, and coach your high potentials to meet your organizational needs and increase employee effectiveness.

  • Identify Key Accountabilities

    Each position within an organization has specific responsibilities and accountabilities that must be fulfilled for the organization to be successful. Identification of high potential employees begins with understanding the specific accountabilities for each role to clearly understand what skills and attributes are necessary for success.
  • Understand the Strengths of the Team

    High functioning teams are comprised of members who bring different skills, abilities, motivations, and perspectives. Our process identifies these different attributes in advance to ensure the team can meet the organization's needs.
  • Create Opportunities for Growth

    Succession development involves growth opportunities for junior employees to become familiar with the operational role of their supervisor. Employees should be encouraged to work with their supervisors on projects and take on projects that help to build their skills and abilities in a safe and effective learning manner.
  • Allow High Potentials to Make Mistakes

    Fear of making a mistake will limit a high potentials creativity, innovation, and may keep them from reaching their full potential. Employees make mistakes when learning new skills. Creating an environment of support and supervision around these high potentials creates what we refer to as Permission to Succeed. Employees are given the ability to try, explore, develop, and grow through their experiences and find high levels of success.
  • Measure the Outcomes

    Organizational effectiveness, employee satisfaction, and engagement, are critical components of succession development. It is important to track and measure these outcomes for additional organization opportunities.


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