Executive Subscription

Sign up & maximize your leadership effectiveness with our weekly digest of strategies, insights, and tips ─ delivered straight to your inbox.

Layer boundary

Talent Management & Succession Planning

Talent Management

Impact Potential Founder, Kathleen Laster, giving a Talent Management presentation at OKC businessIMPACT works closely with executive teams and human resource teams to manage talent in the following areas:

  • Selection assessment
  • Hiring process
  • Onboarding
  • Ongoing development
  • Reward and recognition
  • Performance management
  • Dismissing employees

A major component in an organization reinforcing its culture, direction and priorities includes developing the efficient systems in the area of talent management.  Talent management is the process by which an organization puts the right mechanisms in place to deliver competitive advantage through hiring practices and the effective management of its people. In other words, ensuring the right people are in the right roles at the right times.

Strategic recruitment and development of employees are the keys to a valuable member of the team being retained both now and in the future… equating to lower turnover rates and significant savings to the bottom line – profits.

Succession Planning

Impact Founder, Cristina Filippo, giving a client presentation about Organization Succession Planning in OKCSuccession planning is vital to the long-term viability of any organization. Failure to plan leads to a lack of understanding of the future needs of the organization and can leave an organization vulnerable when change inevitably occurs, whether from sudden rapid growth, a change in strategy or from an unexpected departure.

IMPACT’s succession planning efforts help ensure our clients have strong, unified teams that can react quickly and effectively to new opportunities and challenges. IMPACT works with organizations to implement succession strategies to meet any future contingency by designing systematic methods for executives to evaluate their key positions and identify back-up candidates for each.


Footer border