Based on a Cambria study of the best practices of more than 20 other firms noted for their effective executive talent management, Cambria designed a succession planning process for the US operations of a global professional services and advisory firm employing more than 50,000 associates.
This focused and sustainable approach to succession planning engaged current leaders in identifying and preparing future leaders; increased the firm’s ability to respond to changes in the environment and capitalize on marketplace opportunities; met the needs of the organization and its functions and channels; balanced long-term planning with short-term ability to fill key roles quickly; and created a larger pool of partners and principals with diverse backgrounds and the experiences and skills needed for key client-service and leadership positions.
Metals Manufacturing and Engineering
Cambria was engaged to help this company design a process for developing a leadership succession pipeline for global enterprise roles. The goal was to move succession planning from being an administrative exercise with lists of jobs and people and development left to happenstance to a business-driven, simple, and flexible process yielding a pipeline of well-prepared leaders.
Cambria employed its competency modeling methodology to profile this company’s best division presidents and general managers in facilities around the world to develop criteria for people and positions on the succession plan. Our work translated business strategy into leadership requirements, provided a common language to describe people and positions, increased objectivity in evaluating emerging leaders, and aligned other HR management processes and systems with the overall goal.
The resulting systematic, data-based process built on proven success criteria enabled early talent identification and leader development as an integral part of the company’s ongoing business planning. Today, the company enjoys pre-eminence in its industry with the people it needs to deal with current and future challenges.