A government organization, facing demographic trends, realized they needed to prepare a succession planning program. They did not want a traditional exclusive program, but instead wanted to experiment with a more inclusive and transparent approach to leadership readiness.

Jill Malleck joined the HR team for a short time, and together with senior internal HR staff, developed a leadership succession planning program that was values-based and supported strategic priorities. The program combined proactive staff planning and self-empowerment. Jill researched best practices, co-developed the philosophical approach and created tools and templates to pilot the program in two very diverse areas of the organization. The outcome was a collaborative process that fit the organization’s culture.