In the context of Succession Planning, coaching aligns the individual's objectives with the organization's objectives. Coaching prepares the individual for roles in the organization based on his/her strengths, interests, abilities. Unlike replacement planning programs such as mentoring, coaching helps the organization identify and develop high potential employees, providing a pool of prepared candidates for consideration.

What skills will your organization need five years from now?

What kinds of leadership will be effective?In an article about Succession Development, A Karaveli and D T Hall reviewed the policies of thirteen organizations with well-known succession planning processes. They found that organizations should focus on learning and adaptability models rather than competency models (performing tasks or functions). They further recommended the extensive use of coaching and mentoring to develop new leaders.

Coaching enhances the client's capacity to maximize his or her potential to learn as a manager and leader. Coaching brings that learning to the next level - developing increased strength to ensure successful management and leadership succession.

I will meet with you to develop a custom succession development plan for your organization, incorporating assessment tools (such as 360 evaluations, Strengths-Finder Profile), as appropriate.