Secure Your Company’s Future with Data-Driven Succession Planning
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Succession Planning with Intelligent, Data-Driven Solutions
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Why Develop Internal Leaders?
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79%
of employees leave due to a lack of development opportunities because the organization has no succession plans
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3x unplanned departure can cost up to three times the total compensation of the executive
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21% Only 21% of organizations have formal and structured succession plans
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70% Increase in team and individual performance after development opportunities provided
Customized development plans for your employees
Discover, develop, and retain leaders by offering customized plans for executives.
Discover
Expert-created assessment identifies high potential leaders
Develop
Customized development pathways strengthen leadership soft skills
Engage
Create company-specific development projects to expand hard skills
Coach
Access top-tier executive coaches for 1:1 sessions
Learn
Join exclusive events to learn from industry experts
Pipeline
Create and manage data-driven succession pipelines for future-proofed success
Real
The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people,
raises them up as leaders and continually develops them.
John C. Maxwell
Large companies’ excessive tendency to hire leaders from outside is one of the biggest problems with succession practices.
HBR Article
When organizations commit to succession planning, they’re building a leadership pipeline that develops high-potential talent,
keeping those team members invested and on track for future success with the organization.
Jill Pioter, Director of Branding & Communication, Psychological Associates
Succession planning is one of the essential components of broader human resource planning. It is a systematic approach for identifying,
developing, and retaining productive employees to perform in projected business objectives.
Chad Hill, CMO, Hill & Ponton Law
Succession planning creates a diverse talent pool. It helps cut recruitment costs and stop knowledge loss. These impact the bottom line.
Contrary to what's expected, most companies don't have a succession plan.
Forbes, The Importance Of Succession Planning, Now More Than Ever
The key for any organization is having a pipeline of talent ready to step into key roles.
Sylvia Ann Hewlett, Economist and Author
There is no success without a successor.
John Maxwell, Leadership Expert and Author
Plans do not develop anyone. Only development experiences develop people.
Marshall Goldsmith and Jim Moore, HBR Kellogg EMBA
The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them.
Large companies’ excessive tendency to hire leaders from outside is one of the biggest problems with succession practices.
When organizations commit to succession planning, they’re building a leadership pipeline that develops high-potential talent, keeping those team members invested and on track for future success with the organization.
Succession planning is one of the essential components of broader human resource planning. It is a systematic approach for identifying, developing, and retaining productive employees to perform in projected business objectives.
Succession planning creates a diverse talent pool. It helps cut recruitment costs and stop knowledge loss. These impact the bottom line. Contrary to what's expected, most companies don't have a succession plan.
The key for any organization is having a pipeline of talent ready to step into key roles.
There is no success without a successor.
Plans do not develop anyone. Only development experiences develop people.
Redefine Leadership: Discover the GeniusMesh Difference
Old Ways, Old Delays: The Limitations of Conventional Leadership Development
- Manual Processes: Dependence on spreadsheets or insufficient tools for succession planning
- Limited Data: Decisions based on inaccurate, outdated, and biased information
- Occasional Development: Infrequent training sessions and sporadic workshops
- Slow Response: Reacts slowly to leadership gaps and market changes
- Cost of Hiring, Rehiring, and Coaching: Unplanned exits are costly for companies
Leading with GeniusMesh: Next-Gen Leadership Solutions
- AI-Powered Analytics: Leverage AI backed by the largest executive network dataset for enhancing team potential
- Data-Driven Decisions: Use assessments and analytics backed by experts to create data-based pipelines
- Continuous Development: Offer personalized development plans and 1:1 expert coaching
- Proactive Talent Management: Fill leadership gaps with predictive analytics
- Scalable Solutions: Utilize GeniusMesh's software solution that grows effortlessly with your organization