Succession Planning

Succession Planning

Common sense would tell us that there are considerable differences in the combinations of behaviors necessary for high performance in entry level positions, supervisory roles, management positions, and executive levels. The challenge for organizations, however, is realizing that people don’t change that much.

Tools for employee succession planning are important because many organizations believe that behavioral changes can be learned over time, and they can to a degree. But, what you can’t change is a person’s motivation to exhibit these changes on a consistent basis. We can’t change a person’s traits.

Common succession management errors

Most organizations are experiencing performance problems because they don’t understand the correlation between the personality of a job and that of a person and how that often defines the level of performance we experience. This explains why a high performer in one role isn’t always a high performer in the role they’re promoted to – and why no amount of training seems to impact their performance long term.

Contact us and explore how our succession planning tools can provide you with better insight to help your organization build a clear set of behavioural models for every role, understand what motivates your high performers, and provide a clear employee succession plan for your organization’s bright future.

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Watch an interview with an entrepreneur who found insight from TRAITS to be a key factor in building his business.
Jamie Irvine, |
The program administered was sensitive to the time constraints of a volunteer Board of Directors, multifaceted and thorough in formula to align consistent messaging from within a nineteen (19) person Board of Directors, and distilled the results of the process into a direct, respectful, and valuable summary tool for any executive leader. The quality of the final written documents provided by Concord Consulting was only surpassed by the personal attention and direct coaching on the summary materials shared by DeWayne Fliss. This process, without question, was the most impactful performance review process I have undertaken in my career; you have set a new standard for my expectations.
Tim Reid, Past CEO | Northlands Coliseum
"Larry, thank you for taking the time to visit with me this morning.  It was helpful, informative and thought provoking!  This is a great service provided to ICMA membership!"
360 Feedback - ICMA, City Manager | City of Ottawa, Kansas
Without the deep human behavioural analytics that came with Concord’s survey, we would not be as far along in our growth trajectory as we are today.  I would certainly recommend Concord Consulting to any company who is motivated to succeed in their growth with “right people in the right positions doing the right things right.”
Isabelle Graveline, President & CEO | Kilmarnock Enterprise
Hiring: make better decisions with drastically increased fit and job performance. Organizational growth: see gaps at different levels and what is needed to fill the gaps. Long term damages: identify potential "non-fits" faster and move them to a position where they are effective .... Sustainability: help bring the company from Good to Great.
Chris Decock, Owner / COO | Hudson's Canadian Tap House
During my three years of utilizing the TRAITS tools it has created a strong platform for an HR professional to identify top talent. The greatest investment we can ever make in our organizations is an investment in our employees. TRAITS is the first step to doing this and preparing for the future as it emerges.
Adam J. Miller, Global HR Professional | Private Equity
We have been building and growing our business at a fairly rapid pace and our challenges are in the area of management, recruiting, organizational and employee development, and succession planning for the organization.  Our team has embraced the program and we use the system daily in planning and managing our business.  This tool has added significant value to Strike.
Stephen D. Smith, President & CEO | STRIKE Energy
We made the decision to only hire candidates who were a match for our job models based on the TRAITS Assessment results. As a result we saw the turnover rate on new hires greatly improve. This is a dramatic change for us and TRAITS is a big reason why this significant turnover reduction has happened.
Joe Laratta, Corporate Recruiter | S.i. Systems
TRAITS allows us to identify those that don’t fit our job models early so we don't spend too much time with those that don't fit. We’re an aggressively growing auto group and we need certain types of people to help us reach our goals. We save time and bottom line dollars every time we find someone who simply won't fit into our culture.
Jared Priestner, President | Go Auto
In addition to TRAITS we examined several other systems. The reasons for choosing TRAITS were: Internal assessments have consistently put the accuracy of the reports in the 8-10 out of 10 range, the information is relatively brief and to the point as more extensive reporting is not always useful, the visual aspect of the graphs give the profiles additional depth and enable the report to be read quickly.
Michael Scott, Chairman & CEO | Precision Biologic
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