Identify global career paths for succession planning
The goal of our assignment was to enable international executive succession planning in the Group, through definition of career moves requirements towards target positions.
OBSTACLES AVOIDED - Hazards
Get executive positions in European operations systematically filled in by overseas corporate resources due to scarcity/lack of mobility of appropriate local profiles
Risks of lifetime (executive) position holding in a same location
Predefine career paths without leaving room for agility & diversity in moves
OPPORTUNITIES TAKEN - Freebies
Clarify expectations of executive positions & drive strategic changes (new business vision, company culture... )
Break business & functional silo's by promoting a mix of functional and business job holding for target positions
Manage risks of low internal mobility
Promote personal development of local resources through internal moves
MILESTONES - Waypoints
Identify key/critical executive positions in the group (e.g. Plant Manager in a specific business/country, Sales MD in a particular region/business segment, European Chief Operating Officer... )
Redefine expectations of the positions
Identify complexities and competencies specific to those positions
By target position, define prerequisites for succession in terms of profiling, competencies, impact/experience on the field and set of previous positions holding
Benchmark externally
In the process, we have seized the opportunity of the project to bring added-value on some side business aspects.
