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Every organisation is reliant on individuals with specific skills and knowledge and their disappearance could have lasting effects on overall performance. Planned events such as the retirement of a senior executive or the sale by the founder of an owner-managed business can leave a leadership team weakened. Even with prior warning of such actions, the process to identify and prepare a successor can be a surprisingly extended and uncertain time. The sudden and unexpected resignation or departure of a key person can leave the organisation exposed to an even greater degree. Under some circumstances there may also be a linked risk to valued relationships with clients, customers and important stakeholders. Whether planned or not, such vacancies can be hard to fill. At PGC we seek to develop a detailed understanding of our clients over years, such that as and when the time comes to start planning ahead for the succession, or indeed to react to an immediate recruitment need, we can offer insightful, considered and valued advice. With a strong appreciation of the history and background, we then embark on a recruitment process entirely appropriate to the situation. PGC has worked with the founding Managing Director of a niche professional services practice to identify a replacement years ahead of his retirement. Similarly, we have worked with organisations employing tens of thousands of people to mentor, coach and develop a whole tier of senior management as the next generation of leaders in core operating divisions. PGC’s Management Audit & Assessment services work to great effect in re-shaping a complete management team by advising on the re-allocation of responsibilities amongst existing members, according to their personal and professional strengths. This approach ensures succession planning is holistic and determined by organisational needs rather than the like-for-like replacement of an individual. PGC looks ahead with its clients to address the leadership issues of the future as well as those of the present.
© PGC 2006
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