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Succession Management
More than ever before,
developing leaders to their full potential is a strategic
imperative in meeting business challenges. The faster pace
of business, and the exponentially increasing importance of
information requires that the senior people in an organization
be capable of understanding the strategic import of the data
they are given, and of making correct decisions based on those
data. Further, the number of people below the executive suite
capable of taking on executive positions is typically insufficient
to meet the demand, and time demands on them and their superiors
limit opportunities to fully develop the necessary skills.
Nonetheless, organizations that hope to prosper in the decades
to come must look within to develop their people, since sufficient
numbers are not to be found elsewhere.
Working closely with client organizations, JFA
helps set up flexible, easily-managed succession management
systems. These capture the performance profiles of key individuals
and identify the next generation of leaders.
JFA’s succession management systems provide
executives and HR professionals with insight into the performance
and future potential of their people, which forms an invaluable
base for long-term people decisions.
Executive Development
In addition to helping organizations identify
successors to senior positions, the JFA succession management
process assists individual managers and executives to fully
appreciate their own talents and weaknesses, and plan how
to make the most of their capabilities. While natural abilities
are important, they will not be used to their best effect
without guidance and proper development.
We conduct extensive psychological assessments,
including both well-established instruments and interviews,
and provide for insightful feedback from co-workers. The assessment
and development stages also provide plenty of opportunity
for self-analysis, as well as for in-depth discussion and
feedback from a JFA consultant. JFA facilitates the development
of annual self-development plans that are consistent with
the needs and objectives of the individual, and provides both
coaching and other valuable development resources.
Executive Development Resources
JFA has an innovative new web-site for executives
working on their personal development. It allows individuals
to find relevant, up-to-date articles, books and conferences
relating to the personal competencies that they wish to develop,
or performance drivers they wish to study or apply to their
organizations, without leaving the office or picking up a
phone.
This is a unique, first-of-its-kind product.
To view the web-site, click here.
Career Transition Programs
The termination of an employee can have a significant
long-term impact on an organization. JFA works with organizations
to manage objectively the process of termination, and subsequently,
to assist employees with their job search in a manner which
meets both the needs of the employer and the terminated employee.
Properly structured termination processes reduce
antagonism and morale problems. JFA advises on all aspects
of termination including timing, legal obligations, termination
interviews, communicating with other employees and morale
in the remaining workforce.
Terminated employees are provided support in
their reactions to job loss, professional financial planning
and tax advice, and full career counselling. This includes
a career evaluation, personality and vocational interest assessment,
career planning and goal setting, professional resume, and
coaching in job search techniques and interviewing skills.
Individuals are encouraged to develop a fulfilling
career path, and to acquire and practise skills that will
help them find and adjust to new and challenging jobs, including
self-employment.
During their job search, individuals are also
provided with complete administrative support services.
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