Turnover of key players is inevitable. Developing a succession plan before – not after losing a critical team member will reduce the successor selection process, gaps in productivity and leadership, and maintain your organization’s momentum. A part of a well-developed succession plan is about:
- Understanding the essential duties and responsibilities aligned to the organization’s vision and growth plans, and
- Creating an inventory of skills and abilities to do the job.
Read how we used an assessment to define specific talents required for a CEO position, which helped create a more objective selection process.
The Task
As the CEO of an Assisted Living organization was approaching retirement, Theresa was asked for assistance in strengthening the successor selection process. The Board of Directors requested a more objective approach in identifying the hiring criteria, interviewing candidates, and ranking the candidates so they could select a candidate more quickly.
The Action
The initial step identified the talents (skills and abilities) necessary to do the CEO job today and into the future. Theresa and the Success Trek team administered and analyzed a talent assessment to achieve this goal.
With the talents defined, we developed interview questions based on the client’s mission and vision and the industry’s regulatory/legal obligations. Success Trek also created tools so the search committee could rate the candidate’s responses objectively for each candidate.
We collaborated with the CEO and Board of Directors to create three in-depth interview questions for candidates would prepare their responses before their interview.
Lastly, Theresa facilitated each interview. The Board of Directors utilized an interview evaluation form specifically created to record notes and recommendations.
The Result
After each interview, a post-interview debrief was facilitated by Theresa among the CEO and Board members. The interview evaluation form allowed for a real-time tabulation of interviewee responses, enabling the Board to decide promptly.
Success Trek’s work helped Strengthen their Workflow Process by identifying specific talents aligned to the CEO’s essential duties and responsibilities and an interview framework to reuse or adapt for any future hire.
NOTE: Success Trek helps our clients create and strengthen the selection criteria and facilitates objective interviews. We can refer you to our network if you need help searching for qualified candidates, reviewing resumes, compensation studies, extending offer letters, etc.
How can we help?
If you or your team need help to identify obstacles and challenges in your workplace situation, contact Theresa, or visit our Contact Us page to schedule a 30-minute Complimentary Conversation. Reaching a goal is a journey, and Success Trek is here to take that journey alongside you.
