Case Study
2004
Assignment:
Capability
Mapping™ and assessment of key talent for succession planning and development
to avert a looming crisis of leadership due to significant retirement-ready
talent group.
Context:
·
Following the
restructuring and elimination of traditional supervisory and management layers
in the late 1990’s, the Hospitals find there is a significant gap in levels of
complexity between line operations and senior management roles thus increasing
the risks related to identifying,
developing and promoting management and leadership candidates into more complex
roles
·
Changing
healthcare needs of the population are similar
to significant global trends:
aging demographics, technology
application, epidemiology, legislative and regulatory environment, significant
talent shortage
·
Unique issues:
significant growth of retired population as this demographic group move north
out of urban areas and have higher and more acute care needs, difficulty of
attracting talent to the area, the winter climate challenges
·
Over 50% of key
organizational leaders are retirement-eligible now
©2005
Sage Mentors Inc.
Sage Mentors Inc. Solution:
·
Conducted
dialogue-based Labyrinth™ Assessments of
key talent who expressed an interest in
more complex roles, management functions or, were seen as having significant
potential within a development and succession planning context for key clinical
roles and administrative leadership roles
·
Created
Capability Maps™:
o Established and mapped the organizational
capabilities needed to meet current and future business needs and specifically
for replacement and succession planning
o Determined and mapped the current capabilities in the
management and executive leadership teams; identified potential timelines for
moves against retirement and hand-off options, and recommended adjustments to
accountabilities and objectives
o Developed measurable learning plans -linked to talent
growth potential, business strategy and succession plans for clinical and administration
leadership
Results:
·
Career pathways were
identified and development plans are in process for management, leadership and
clinical specialists to assure retention
·
Key people were
identified and in development for
replacement, leadership succession and technical capability growth
·
Program helped alleviate
the significant industry challenges of being able to hire and retain talent in
a rural northern region thus stabilizing
leadership for the immediate and future
©2005 Sage Mentors
Inc.