Human Capital Advisors assists companies and non-profit organizations indentify possible successors when their current leaders plan to retire or transition to a new assignment. In addition, HCA's Succession Planning program helps make the transition seamless and ensure that the organization's mission will not be upset by the change in leadership. The planning consists of five stages:
1. Setting the Stage. Once the leadership transition team within the organization is identified, HCA develops a review process to establish the overall objectives and prepares communications necessary vehicles for the organization. The result of this phase is a reporting structure, a set of goals and a timeline.
2. Defining the Future. HCA identifies skills, abilities and attributes needed for the future leadership of the organization and the strategic direction of the organization and any projected changes in the internal and external environment. The result of this phase is development of clear and agreed upon critical competencies for the next leader.
3. Gathering Information. HCA reviews existing data on all internal candidates and using various assessment tools, we evaluate internal candidates and whether there is a need to look outside the organization.
4. Next Generation Leaders. For internal candidates, HCA recommends its Critical Skills for Next Generation Leaders program, after which HCA reports to leadership council on results of assessments and recommended development plans for possible internal candidates.
5. Tracking for Success. HCA provides requirements for a support system to track and document candidates' fulfillment of development plan and then drafts proposed forms, templates and/or procedures for ensuring accountability. The result of this phase includes recommendations for feedback, plan modification, encouragement and change. Additionally, a reporting process is developed to ensure the board of directors is kept current on the development progress of each candidate.
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