Once the critical role register, succession maps, and Talent Profiles are in place, the following services can be layered in to deepen the talent management capability across the group.
Individual Development Plans
Structured IDPs for succession candidates identified in Phase 1. Each IDP is linked to the candidate's readiness gaps, career aspirations, and the specific competencies required for the target role. Delivered via the TalentPrint platform or as standalone documents.
Phase 2
People Analytics
DataWiz analytics licences give HR and leadership a live view of talent data - turnover trends, succession cover ratios, readiness movement, and bench strength changes over time. Replaces manual reporting with a structured analytics capability.
Phase 2
Management Mentorship Programme
A structured mentorship programme pairing high-potential succession candidates with senior leaders. Designed to accelerate readiness for identified successors and build cross-business-unit relationships within the Teichmann Group leadership community.
Phase 2-3
Executive Coaching
Individual coaching engagements for senior leaders and high-priority succession candidates. Focused on the specific development areas identified in the readiness assessment - particularly commercial acumen, strategic leadership, and cross-geography management.
Phase 2-3
Talent Strategy Development
A structured talent strategy for Teichmann Group, built on the data and insights from Phase 1. Covers talent acquisition priorities, retention risk management, leadership pipeline development, and a multi-year talent roadmap aligned to the group's growth strategy.
Phase 3
Annual Talent Review Cadence
A structured annual talent review process - refreshing the critical role register, updating succession maps, and producing an updated Talent Balance Sheet for the board. Keeps the talent data current and the board narrative credible year on year.
Ongoing
