Succession Planning

Are You Really Appoint A Right Person to A Job

A compelling reason for succession planning is organisation effectiveness.  The Malaysian Code of Corporate Governance prescribes that “the Board must ensure that management of the highest calibre is available for appointment, training and promotion”.  The Board must seek to appoint a capable Chief Executive Officer, and the Board must be satisfied that there are programs in place to train and develop managerial capability. Ultimately, the Board ensures that there is orderly succession of management.

Management Succession Planning Process

Why ICC’s Succession Planning

In Malaysia, ICC Consultants have profiled 2,015 senior managers from 78 companies using the Thematic Apperception Test (TAT) of assessing non-conscious behaviours, and have found that there is a strong correlation between the profiles and high performance in the individuals.  Profiles of various senior managers were benchmarked against McClelland’s profile of the superior performing business leader to determine profile matches.  Performance records of the senior managers were then analyzed, and interviews with their direct superiors were conducted to further validate performance.  Results of the study showed a strong correlation of 85% between the profiles analyzed and superior performance demonstrated.

McClelland’s method of profiling can be applied to determine potential in employees to become superior performing leaders.  Developmental plans that targets motives can also be specifically created to groom employees for future leadership positions.  Further research is being conducted to profile individuals more efficiently using content analysis and artificial intelligence methods.

How we conduct profiling of senior manager

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