Nothing - Like Anything - Anywhere Else
Assessments | Trust & Teamwork | Talent & Careers | Executive Coaching | Leadership Discovery | Succession Planning | Board & Sustainability Compliances
What is SUCCESSION IQ
Succession IQ, is an evolved science which is based on several decades of proven research and practical examples based framework.
The frameworks used in Succession IQ are based on extensive and rigorous Behavioral Intelligence, Personality Psychology and Human Outlook Anchors (Our Emotional & Social Paradigms).
Collectively, the whole core of the science at the center of this is not less than 4 to 5 decades old.
What differentiates Succession IQ?
Succession IQ, scores well over all & every succession planning approach or model you could ever use.
The key reasons are very simply as stated below:
- Not impacted by Conscious & Un-Conscious Biases
- Devoid of Crowned Prince Syndrome
- It is not Talent Acquisition
- Our experts will never have any agenda (known or unknown)
- It is a full fledged science with well established steps & milestones
- Our experts can not leverage their involvement in the process to their advantage as they have no stake in your business
- Finally, it requires a lot of hard work with meticulous planning & deep expertise and nothing can be fast forwarded so always leave this process to an external specialist alone.
Why almost all Succession Plans Fail?
Having observed several many of the hundreds of cases of Serious Succession Mistakes made by some of the World's biggest corporations, one thing has become very clear to us and that is the fact that this process is severely under-rated and grossly under-estimated for its real tangible business value to any organization's future.
Almost all organizations make very similar common mistakes here, surrounded by tons of conscious, unconscious and conflicting biases.
Two BIASES in Successor's Identification or Selection:
1. High Performance Bias: High Performers being promoted as Leaders with the assumption they are ready for the Senior Leadership Opportunity.
2. Crown Prince Bias: People who are favorites of the Board or Executive Leadership mistakenly get promoted with the assumption that they will succeed in leading others.