Succession Planning (Phase I) – Get Unstuck & Get it Done

If it’s true that your succession planning can wait, then why do you make it a “to do” then chide yourself for not doing it?

Want to be inspired and find value in doing it?

Don’t wait any longer…Succession planning makes the difference between realizing your financial and personal dreams or not.

Culture Integration International (CII) provides a streamlined approach to succession planning. Through our process you will:

• Challenge the reasons you have put off this important priority.
• Develop an inspired vision and goal that motivates you to take on succession planning with earnest.
• Identify the criteria for your successor, know how internal candidates rank against those criteria, and understand those internal candidates developmental priorities.
• Identify your ideal successor or the path that will lead you to him/her.

This program is for you if you want:

• A market-focused approach that helps you to think differently about your ideal successor’s attributes so you can make a good decision.
• A forward thinking attitude that ensures a transparent process, to ensure your runner-ups feel the process was fair, and so moral stays high.
• A best-in-class model that meets heightened board and shareholder expectations.
• An approach that layers succession planning into an effective talent development program that aids your ability to ready, attract and retain the best talent for your business.

There are two important steps:

Step One is geared to getting you unstuck. We use a focused coaching and inquiry approach to isolate and address the reasons you’ve put off succession planning, and to have you develop an inspired vision that incites you into action to do succession planning.

Step Two is the succession planning itself. We use a world-class assessment and advisement process that ensures a rigorous analysis of candidates against a custom-weighted scorecard, an effective communication program that keeps stakeholders apprised, and a tailored development plan for the identified successor to ensure they are “ready” in time to meet the succession timeline.

Please contact us for details.

Succession Planning (Phase II) – Maximize the Valuation of Your Company

If you want more than just finding a successor and want to actually ready the company for your exit then this comprehensive Succession Planning is for you. It includes all aspects of the Get Unstuck & Get it Done program

You are proud of the company you’ve built. It’s been a great source of engagement and fortune. But things have changed and you realize you don’t want to be so tied down to the business; there are other ways you want to spend your time.

You are motivated to get your company ready for your exit, or reduced time commitment from you. You want to both maximize its value and its ability to be self sufficient without your direct involvement. As motivated as you are, you haven’t made it a priority- “you’ll get to it later.” Plus, you’re not sure where to begin or how to go about it.

That’s where we come in. CII provides a streamlined approach to succession planning that will help you focus on optimizing those things that will pay off in an increased valuation. Through our process you will:

• Consider and choose the desired exit type.
• Identify the current valuation of your company.
• Assess the business on the dimensions of Human Capital, Operational Efficiency, and Competitive Differentiation and identify the factors that will most improve the value and salability of the business.

Human Capital:

Your best CEO candidate will depend partly on the team surrounding him/her and how all their skill sets complement one another. That’s why in this program we conduct an assessment of current CEO and management team.

During the next decade, the global population of 35- to 50-year-olds—the prime age of emerging executive talent—will decrease in number by 15 percent. Because of the expected shifts in demographics, getting and keeping top talent is essential. To aid this, we conduct a High Potential Assessment (HiPo). This assessment provides an understanding of your top talent. You learn what you need to do to ensure they are being given the right developmental opportunities to both enable them to take on greater responsibility within your company, and to keep them engaged (and not hunting around for a place that will allow them to grow).

Operational Efficiency:

What would you look for if you were going to buy your business? How’s your cash flow? Is the business growing? Is it profitable? Is it sustainable? Who is making this possible? Is it one person? Is it a team?

We assess your operational efficiency from both a qualitative and quantitative point of view. We conduct a financial metrics assessment and compare financial ratios against competitor or industry benchmarks to identify areas of risk and strength. Additionally, we conduct employee values alignment assessment that provides readings on the level of values alignment and entropy, which are leading indicators for performance and risk.

Competitive Differentiation:

As technology advances it becomes more and more difficult to differentiate your offer. Yet differentiation is critical to having a sustainable business.

We conduct an assessment of your company’s competitive differentiator from a behaviors, capabilities, policies and systems point of view. Companies that have specialized knowledge that is well operationalized and marketed have a more defensible value. If specialized knowledge isn’t present then we’ll look at your strengths to see to what extent they are creating a competitive advantage.

Identifying the Focus for Maximizing Company Valuation:

Through these assessment and the input from either private equity or business broker professionals we facilitate a process where it becomes clear for you what areas of the business, if developed, will create the greatest transferable value and therefore best pay off when you go to exit.

The outcome of this engagement is the definition of initiatives to address the key human capital, business improvement and exit strategy priorities.

The best part is that while this is “succession planning” it is also just good business. You’ll gain material insights into your current business from a human capital, operational efficiencies and competitive differentiator point of view.

“ Culture Integration’s approach to succession planning was cogent and practical. Rather than being something we felt obligated to do, now we view succession planning as a way to drive profitability into our company … and that just is good business.”

Please contact us for details.