"With my current organization, I was directly involved in the creation of the succession planning processes for many of our key positions. This process opened my eyes to how to be successful in future planning. The first key item to undertake was identifying the key positions we wanted to have succession plans. We identified these roles by determining which roles were vital to the success of the organization and which roles would deter future growth if left unfilled. Once key roles were identified, I worked with leaders and incumbents in those roles to build the key competencies for those positions. With these inventories of competencies now in hand, I worked with our HR staff to build plans for the internal succession of selected employees and helped build succession training programs for specific individuals. With this role at DDI, I think my experience would work well with your clients in many industries."

"My experience in succession planning falls in working with specific roles that I supervised and helping to identify great candidates to begin working with Human Resources staff on training and planning for future roles. During these processes, I used quantitative performance data and personal experiences with my employees to identify the best candidates. I would bring great experience and ability to other key aspects of the succession planning process for your clients because I have extensive knowledge of different management roles and their importance in the overall success of businesses."

"When a tough business challenge comes along, who will step up? When retirements happen, do you have leaders ready to jump in? Succession management can often fall low on the priority list, until one or more key leaders leave suddenly. And that's when leaders start making fast decisions about who can fill in, without always making sure they're truly ready. Our goal is to help you find and develop the right people who will rapidly rise to new levels. From the first signs of leadership potential up to the C-suite, DDI will work with you to create a strong talent pool, ready to step up to the next level. From frontline managers up to your CEO, DDI works with you to create a data-driven succession management strategy. So you won't have to guess who's ready. You'll know. Succession management is most critical at the top of the house. Likewise, it's these C-suite and senior executive positions that pose the highest risk to your company and can't be left to chance. Nor is it enough to simply plan to replace your existing leaders with people most like them. With DDI by your side, we'll create a thorough succession management strategy based on accurate data, your unique business challenges, and the context of your executive team. And once we've identified the right people, our expert coaches will work alongside them to make their transition successful."