Case Study: Succession Planning/Talent Development/ High Potential Identification

Business Challenge

With close to 100,000 employees globally, this Fortune 500 electronics solutions company wanted to manage their succession planning and talent development processes. The CEO of the organization presented the following challenge to the internal Human Development team:

• Identify critical thinkers deep into the organization
• Differentiate performance from potential
• Gain the ability to place our chips on safe bets
• Achieve cross-functional agreement on high-potential talent

Solution

Using Korn Ferry^® succession management tool set, Leadership Alliance helped the organization ramp up and roll out a proven succession planning process, including:

1. A robust assessment process
2. Accurate calibration of performance and potential
3. The ability to dial in on true high-potentials by measuring learning agility

Results

• The company has gained significantly greater confidence in identifying their true high-potentials.
• High-potentials are getting the right cross-functional assignments to build out their skills and competencies.
• The company has implemented systems to ensure that talent is being developed in the right way and according to the needs of the individual.
• High-professional talent is being rewarded correctly and reporting higher levels of engagement.