Marketplace Services
Organization Services
•  Organizational
   Assessment
•  Change
   Management
•  Organizational
   Structure
•  Role Definition
•  Management
   Systems/Processes
•  Team Development
•  Employee Surveys
•  Selection System
   Development
•  Generational
   Transition
People Services







Generational Transition

  • To be effective, transition should be planned and initiated well before current leader wants to pull back.
  • Effective succession planning includes successor identification and development (people, assessments, and succession planning).
  • Current systems, processes, and culture must be aligned with the next leader’s capabilities, style and method of operation. Organizational and individual assessment insights help design changes in systems, etc.
  • Transition plan should address approaches for building credibility with employees, customers, shareholders/family members, vendors, and the community.
  • Feedback loops must be included to keep the new leader in touch with the organization’s pulse and key stakeholder groups.


CMA Approach

  • Understand capabilities of successor (i.e., conduct assessment).
  • Establish developmental plan for successor.
  • Provide confidential, independent coaching.
  • Conduct organizational assessment to identify changes needed in management systems and processes to align with successor capabilities.
  • Assist in developing generational transition plan to bridge the current and new leader.
  • Assist current leader in moving to other fulfilling endeavors and the new leader in getting established. Coach the new leader.

    Continue to People Services...

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