Planning Services

STRATEGIC PLANNING 

Procedures are selected from the following list of services to meet the needs and budget of each company:

• Prior to the Strategic Planning Session (typically one day)
  1. Conduct consultations with Business Owners, Executive Team Members, and Board Members, if applicable, Addressing: 
      a. Big picture issues 
      b. Industry trends 
      c. Previous year accomplishments relative to plan / expectations 
      d. Talent review 
      e. Agenda and process for Planning Session
  2. Administer customized Director’s / Executive’s Questionnaire
  3. Administer Strategic Directions and/or Leadership Effectiveness Analysis questionnaire(s)
  4. Administer Company Culture Survey
  5. Provide selected Readings
  
• Strategic Planning Session (typically two to three days)
  1. Review and discuss questionnaire findings and selected readings
  2. Reach consensus on – 
      a. The Strategic Vision, Mission and Values 
      b. The Master Strategy 
      c. Financial benchmarks 
      d. Organizational development targets, and 
      e. Prioritization of key issues and strategic objectives
  3. Identify specific opportunities for honoring commitments (e.g., shareholder, customer, employee and community)
  4. Develop goals and specific short- and long-term action plans for each key strategic objective
  5. Presentations and approvals 
  6. Target next steps
  
• Post Planning Session
  1. Assist with construction of final Strategic Plan document
  2. As needed, provide consultation service to assist with execution of the Strategic Plan
  

SUCCESSION PLANNING AND MANAGEMENT 

Through consultation and/or the delivery of seminar services the following objectives and procedures are addressed:

• Objectives:

        HCC helps your organization design a Succession Plan that -  

           1. Is fully aligned with and contributes to the implementation of the organization’s corporate vision, master strategy, and strategic business objectives.
           2. Identifies replacement and other future positional needs from both short- and long-term perspectives.
           3. Increases the talent pool of candidates for future organizational needs.
           4. Increases development opportunities for high potential employees and ensures the transfer of intellectual capital.
           5. Helps individuals realize their career plans within the organization and as a result increases morale and retention of talented employees.
           6. Enhances the organization’s ability to adapt to changes and opportunities in the business environment.

• Procedures - Seven Steps:
  1. Align the Succession Plan and Management program with the company vision, master strategy, and business objectives
  2. Identify company culture, structure, and key positions required to drive the vision and master strategy
  3. Establish competencies, skills and experiences required for key positions – now and in the future
  4. Evaluate key position incumbents and other high potential employees; identify candidates for key positions and rising stars, and address short- and long-term company needs and risk issues
  5. Determine current and future position gaps and establish the talent management strategy
  6. Design and implement the professional development approach for all position levels within the company at individual and team levels and clear link approaches to business objectives
  7. Assess the return on investment of the Succession Plan program