Talent & Succession Planning

Organizations working across critical infrastructure sectors face unique talent challenges. The impacts of an aging workforce and dynamics of an increasingly cross-generational workforce are key factors, while hybrid working has emerged as a significant factor impacting talent. In addition, the need to identify and support the continued development of future leaders is critical.


Smart organizations take a long and disciplined view when it comes to talent. We help organizations identify individuals from across the organization with the potential to provide current and future leadership. We also support the development of a comprehensive strategy that aligns staff levels and skills to future needs. We help organizations:

  • Understand future-state staffing needs (including leadership needs) aligned to strategic objectives — and considering current-state talent pool of the organization.
  • Identify a strategy for attracting and retaining talent, a strategy that touches on the future-state skills required in new or existing roles and the performance management and management system requirements associated with attracting and retaining that talent.
  • Create a talent management plan, looking at how employees are supported, developed and promoted from a holistic career perspective.
  • Integrate talent, leadership and organizational design considerations — including succession, high-potential programs and staff leveling.


Our consultants understand that a comprehensive review of all elements of talent and succession is required in today’s complex environment. Organizations must prepare to identify and secure talent today to deliver tomorrow’s strategies. Solidifying elements of a people strategy must align closely to an organization’s broader strategy and goals. Our consultants:

  • Create people-focused strategic plans that demonstrate the inextricable link between talent and business results.
  • Understand the dynamic and ever-changing facets of talent management and the challenges of identifying and securing talent that aligns to strategic goals.
  • Appreciate the role that additional areas, including knowledge management, play in an organization’s success and help clients understand and retain mission-critical data.