To operate effectively in todays globally
competitive business environment, the quality of management is paramount.
Planning for and developing competent managers and executives is
a vital activity for assuring an organization's continued success.
Lawson International provides consulting expertise in the design
and implementation of management succession and leadership development
processes. Our expertise lies in developing new approaches or strengthening
components of existing talent management processes.
The Importance of Key Executive Talent
Many companies today have every reason to be uneasy
about the qualifications of their up- and-coming managers to accept
the demands of senior management. Executive bench strength is un-certain.
Quite often, in periods of transition and change in business strategy,
corporate culture, and global competitiveness, the world moves too
quickly to allow for the orderly development of middle and senior
level executives in companies. Also, the normal process of attrition
takes a heavy toll.
Over the past twenty years, we have executed project
engagements which help clients implement programs to identify and
develop and measure the managerial competencies instrumental in
attaining both individual and organizational goals.
Lawson International's capabilities include the
current management and executive development strategies and programs
and recommending improvement opportunities, if appropriate.
and assisting in the implementation of executive and management
development strategies including the formulation of corporate philosophies,
policies and procedures which provide the implementation logic and
processes for development.
executive and management succession planning systems that serve
to identify, develop and utilize talent, as well as assure that
well-prepared replacements are available for key executive positions
or top management teams.
an overall executive development structure that integrates executive
assessment and selection, executive education and training, on-the-job
development, succession planning, and high potential programs linked
with business and corporate strategy.
executive education programs that develop the organizational and
individual competencies needed to implement business and corporate
strategies and sustain competitive advantage.
and validating systems and programs to identify high potential executives
early in their careers, identify and develop the competencies needed
to enhance their current performance, and accelerate their readiness
and competence for future executive assignments.
tailored management and executive development needs assessment studies
which ensure that the organization's competence base is closely
matched to overall strategic direction and that programs have a
value-added combination of skill development that produces consistent
growth and improved profits.
the financial payoff from investments made toward leadership development
and succession planning processes.
The Lawson International Approach
Our work typically begins with an analysis of existing
needs and talent requirements of the business, including future
strategic directions having management development implications.
Next, we assess existing practices, identify evolving management
planning and development requirements, and formulate new or improved
components for a workable succession planning or talent development
process. Finally, we assist in program implementation processes
or the internal repositioning of a refined succession system.
Meeting the specific management succession and development
planning project needs of the client is the primary goal of our
consulting engagements. We approach each project with the understanding
that it is this uniqueness which must be carefully evaluated.
An effective strategy and programs for management
development and succession planning enable an organization to:
the number and types of management talent that will be needed to
successfully lead the organization now and in the future.
management continuity and development by analyzing projected staffing
requirements and the availability of talent and by having individual
development and external recruitment strategies.
and implement custom management and executive development programs
that build skills and perspectives needed to address current and
future business direction.