The McQuaig System can be applied to succession planning by using the following process:
1) Define positions with the Job Profiles
The first step to using McQuaig for succession planning is to create job profiles for future vacancies. This is how you determine what personality traits will be required of employees who will fill those positions.
2) Assess potential with the Word Survey
Once the job profiles are defined, you can then assess whether employees have the potential to fill the future vacancies. This is done by comparing employees' Word Survey results with the job profile for a position and assessing the level of fit. The Assessment of Job Fit section of the Word Survey Report or the Job Fit Interview Guide will outline the ways in which the employee is naturally suited for the role as well as what aspects may be challenging for them. You can also compare employees to multiple job profiles to see if they may be better suited for one path over another.
3) Develop potential with the Self-Development Report and 360 Leadership Review
With the foresight into where an employee may have challenges in a future role, you can begin to develop their skills pre-emptively. The Self-Development Report allows the employee to choose action items that pertain to specific personality traits to expand into well-defined goals. This way they can create goals that will address the challenges they will likely face and prepare them to meet the expectations of the future.
In addition, to help them hone their leadership skills, you can collect feedback via the 360 Leadership Review which will identify competencies that require development.