Minimize personnel risks
Numerous studies now show that filling key positions with the right people is one of the biggest challenges for companies. It is one of the decisive influencing factors that contribute significantly to securing a company's "readiness for the future" in the long term.
However, despite its importance, the active management of this personnel risk is not yet implemented professionally enough in many organizations. It is therefore hardly surprising that this topic is increasingly becoming the focus of supervisory boards, management boards and managing directors. Professional talent and succession management is of central importance here.
With more than 15 years of experience and over 70 successfully implemented talent and succession projects, combined with scientific findings from the TMI® benchmark study, we have developed a tried-and-tested management tool:
The Succession Risk Matrix:
This innovative tool enables consistent, comprehensible management of personnel risks and forms the core of a comprehensive HR dashboard. It allows board members and managing directors to manage personnel risks in a targeted manner, proactively minimize them and transparently demonstrate their reduction - a fundamental prerequisite for the long-term strategic orientation and success of a company.
Our expertise (excerpt):
| TMI® - Talent Management Index® | Talent Management Dashboard |
| PRYSMA-Model® | |
| Future Story: Talent and succession management | Learning Architecture |
| Strategic key positions | HR - Quick Check |
| Strategic Workforce Planning |
Recognize talents
Everyone has talents. But the crucial question is: do these diverse talents in your workforce help to promote your company's "readiness for the future"?
Which talents are crucial for securing the future and which play a less central role? Who brings these talents to the table? And how can these talents be recognized and specifically developed among employees?
The answers to these questions require a deep understanding of process design, the complexity of talent characteristics and the ability to systematically observe and recognize them. These are complex tasks that require a strategic approach and precision.
In addition to modern tools and flexible process designs, the mindset is particularly important here - the perception and assessment of talent by employees, colleagues and managers. This interactive, fundamentally subjective view needs to be shaped in a meaningful way. This is the key success factor!
We pride ourselves on our professional, hands-on approach to transformation, which enables us to develop customized, company-specific solutions time and time again. Our solutions are the perfect mix of tailor-made tools, future-oriented processes and the targeted development of the necessary mindset.
Together with our clients, we develop the "recognition of talent" step by step, at the right pace, always in line with the company dynamics - sometimes top-down, sometimes bottom-up, depending on the individual expectations, requirements and opportunities of your company.
Our expertise (excerpt):
| Customized implementation roadmap | Passage management |
| Leadership and expert careers | Design of tailor-made high-potential development programs |
| Individual T&NM dashboard: succession risk landscape | Succession screening, succession decision |
Unleashing potential - making the invisible tangible
Potential only unfolds when people really want it - and are prepared to take responsibility for their own development. Because at its core, it is about one thing: organizational effectiveness.
Those who develop their potential in a targeted manner can make a tangible, visible and demonstrable contribution to the further development of the organization and ensure that the company's goals are achieved. This results in positive energy that not only motivates, but also inspires others.
The LEAVOR® formula - LEArningAdVenturefOR Business Excellence - offers a structured framework for raising individual and organizational effectiveness to a new level of success. It makes the development of potential measurable, visible and tangible.
For us, learning is the key: learning as a strategic success factor is at the heart of our understanding of talent and succession management. Based on decades of experience in individual reproductive and experiential learning, social learning (designing team development to increase "psychological safety") and organizational learning, we develop tailor-made learning journeys - specific to a division, company-wide, cross-hierarchical and cross-company.
The feedback we receive from our clients and our long-term partnerships with them confirm time and again that we sustainably strengthen companies and their employees in their efforts to position themselves for the future.
Our expertise (excerpt):
| Succession planning at top management levels | Training and further education for HR experts: Talent Management Certificate® |
| Identification of deputies, successors, replacements | sparring |
| Success management in the talent process |
The PRYSMA® model
Many companies talk about talent management, but often lack clear definitions, success factors and strategic orientation. We often find that the term "talent" is interpreted in different ways - some prefer to use the term "potential". However, it is not the term that is decisive, but who makes your organization fit for the future.
With the PRYSMA® model, we offer you a clear map for strategic competence, talent and succession management. It integrates all key elements and focuses on the human capital risk factor. In this way, you create a reliable basis for your strategic human capital risk management - transparent, practical and compatible with your corporate strategy.
Your North Star for talent and succession strategy
PRYSMA® stands for PRofessional CompetencY RiSk MAnagementand combines:
- Strategic key positions and their future requirements
- Strategic personnel requirements planning including age structure, fluctuation forecasts and market benchmarks
- Competence models for the targeted identification of high-potential employees
- Succession risk matrix for a clear overview of replacement risks
In this way, you not only identify talents and high-potential employees at an early stage, but also develop them in a targeted manner - with a tailored learning architecture that combines personal development, team dynamics and organizational goals.
Developing potential with composure and focus
We focus on a contemporary understanding of talent: away from striving for "perfect" talent and towards the "right solution". This means discovering talent through observation, trial and error, reflection and real-life experience - not just through formal programs.
We promote clearly structured learning formats:
- Self-direction in personal development
- Effective team processes in the direct working environment
- Organizational skills development in line with strategic goals
Your advantage with PRYSMA
- Strategic alignment of your talent and succession management
- Early risk minimization through clear HR analyses
- Targeted development of managers and high-potential employees
- Strengthening the corporate culture and securing key skills in the long term
With the PRYSMA® model, you create the basis for effectively developing potential, safeguarding successors and making your organization fit for the future in the long term.
