Leadership Team Health-Check (Color tagging for adequate/less than adequate)  

Talent Management

Talent Management essentially works on how an organization identifies, nurtures and deploys talent to deepen the depth of human capablities & skills and get the best possible readiness to meet the current & future needs.


Leadership Team Health-Check (Color tagging for adequate/less than adequate)


Leadership team health check is an exercise which assesses the back-up plan for attrition in the community of key senior positions. This is done in a structured and detailed manner together with the fall-back plans for “risky” positions.

This refers to checking the readiness level in the organization to face attrition in the community of key leaders. Whenever an employee at a key leadership position leaves the organization, it usually impacts the organization in a big way. Performance in that vertical is likely to get impacted. HR department must be ready all the time to face and manage this risk which has a constant potential to materialize anytime. Succession planning is an exercise which addresses this specific problem. When a leadership team health check is done, the organization as a whole realizes where it stands in terms of replacement pipeline of each of the key positions. In this exercise, the organizational chart under each senior leader (# 3 in the organizational hierarchy) is mapped out down to the first line managers and each role is marked as Red, Amber or Green based on the availability of the successor for each. Green stands for positive availability of a potential successor who can be ready in one year or less. Amber represents a medium level of risk where the potential successor is identified and maybe is part of the Talent Development Program as well, but will be ready in one to three years time. Red represents the highest level of risk which can range from having no current possible successor to having one which will be ready in three or more years. For all roles marked as Amber and Red, there must be a clear plan for developing immediate possible successors with mitigants to the interim risks. This exercise is part of the overall management planning.