Point of View
Talent Appreciation for Succession Planning of a leading chain of hospitals in India
The organization wanted to build a Succession Plan & Leadership Pipeline for the Board. This would be used to come up with incentives plan and retention strategy.
The intention was to take a 3
party view from a trusted source. And hence, the organization decided to partner with SOIL.
Target candidates were the direct reportees of MD, who held CEO roles for various hospitals, as well as the Function Heads
Visionary interviews were conducted with the MD, as well as the target candidates. Also, SOIL 360 and Caliper were administered.
SOIL Talent Fingerprint report, which constituted the inputs from all the above-mentioned interventions, was discussed and finalized with the MD, and then presented to the Board.
The engagement was followed by 1:1 executive coaching sessions with all the candidates, leaving them with questions to reflect upon
Basis this process, the strengths and development areas of the Leadership pipeline were identified, and learning plan was formulated to cater to their development needs.
Also, candidates were shortlisted for succession planning, based on their leadership capabilities, leadership impact and personal aspirations.