Succession Planning & Management

Succession Planning & Management

We help you build a bench of people for filling mission critical roles and possessing in-demand capabilities required for organizational sustainability and growth.  Whether key roles become vacant for planned or unplanned reasons, we help  you prepare through succession planning & management.


Talent Magnet Series ™ 

Developing leaders is the most effective way to improve organizational performance and successfully attract and retain talented employees. That’s because leaders have such a profound impact on the quality of the daily employment experience of employees.

Client Feedback

“We chose to work with Carol Bergeron in building our first people succession program because of her expertise, experience in working with organizations our size (1,300+ employees in multiple locations) and industry (healthcare services), guidance on design decisions that matched our company culture and business direction, thoroughness in preparing materials, project management skills, and facilitation of talent review sessions with executives. Like other critical business processes, such as strategic planning and product development, Carol recognizes the importance of a repeatable yet simple process so that new habits get formed. She has been instrumental in managing the ROI of our critical competitive advantage – people - and making key transitions to prepared successors. 


The executive team liked the experience and process so much that Carol facilitates our talent reviews regularly, we have asked her to help cascade program down into the organization, and she has facilitated strategic planning session too!” 


     - VP, Human Resources of health services company

7 Step Process

Building and implementing a succession plan is only 7 steps away:


  1. Set goals & scope per your business strategy & culture
  2. Define your talent needs; focus on mission critical roles
  3. Inventory existing capabilities; identify gaps
  4. Make development investment decisions
  5. Prepare people for new roles and responsibilities 
  6. Make talent deployment decisions
  7. Measure progress of both people and the program