Services

Succession Planning for Manufacturers

The loss of a key employee can devastate a manufacturing company – take steps now to protect the future of your business.

The success of an organization depends on the continued quality of its people at all levels, which is why successful manufacturing firms consider succession planning a top priority. Even when a company has strong talent in its leadership and skilled workforce pipeline, it may not have the right people to fill important roles or keen insights into the best candidates for key positions.

In this decade, nearly 34 million US workers are expected to retire. That trend, combined with the existing skilled worker gap, means that it soon will be increasingly difficult to find an adequate number of qualified job candidates. Now is the time to implement a strategy for replacing these valuable, experienced employees. Employee Succession Planning involves understanding your organization’s long-term goals, identifying your workforce’s developmental needs and making predictions based on workforce trends.

The Catalyst Connection Difference

Catalyst Connection helps regional manufacturers conduct a thorough audit of the current leadership team and potential future successors. Our depth of research and experience with leaders at the highest levels help define the requirements of key enterprise jobs and the best candidates for them.

Rigorous executive assessments reveal how potential successors stack up. Then Catalyst’s executive coaching, development planning, and transition support move the right people quickly and seamlessly into their new roles.

Tools and Service Offerings for Succession Planning

  • Current State Succession Plan Review: We work with your team to create a visual map/organizational chart that identifies key positions, while identifying potential succession candidates.
  • Succession Planning Workshop: A unique 1-day on-site workshop designed to address Succession Planning at the executive level and throughout your organization.
  • Training Needs Analysis and Replacement Readiness Services: Once you have identified high-potential internal candidates, you need to identify what skill they need to develop in order to become a successful part of your succession plan
  • Leadership Training and Executive Coaching Services: We work with your HR team to develop comprehensive, personalized training plans for your succession candidates.

Leadership transition and development takes time. It can not be done in a matter of weeks. Potential new leaders may be best phased in with responsibilities and visibility among staff months or years prior a leader leaving.

Get Started

For more information on Succession Planning, contact David Rea, Managing Director, Organizational Development.