Smart generational change

Succession planning affects us all. Older generations, like “Baby Boomers” born between 1946 – 1964, have enormous knowledge and valuable work experience.

If this expertise is not passed on to future generations, organizations and economies will lose their hard-earned innovative strength.


Five common challenges related to succession planning



When the selection of potential successors starts too late, the practical knowledge of the departing person can no longer be transferred.



The required competencies and interests are not compared in detail between the predecessor, position and potential successor. Some of them are not even known. The choice becomes arbitrary.

Gut Feeling

When choosing a successor, subjective sympathy becomes the deciding factor far too often. Objective qualifications are considered secondary or not at all.


Filling a position with a successor who has exactly the same profile as the predecessor prevents optimizations and hinders diversity.



Instead of involving employees in the search process and nominating them as successors, external people are sought and recruited at higher cost.

How to make succession planning a success

We created a solution for Leaders and HR-Managers concerned about the personnel structure and the expected age-related fluctuation.

Our software allows for a professional process for filling vacancies and transferring knowledge across generations.

Make you organization fit for the future and underline the importance of recognition, appreciation and cooperation in your workforce.

parameter based

All relevant parameters required for a comparison between predecessor, successor and position are defined. We provide a starter template, that you can extend for your specific succession planning challenge.


Employees are invited to the software. By answering a clickable interview the user creates a parameter-based, highly structured and comparable competence profile in a few minutes. 


With the help of a clickable interview, relevant characteristics of a predecessor are enriched further with desired criteria of a replacement. The software shows which employees meet these requirements.


Objectively suitable employees can be asked whether they are interested in the succession and the knowledge transfer. Given this short-list, you can proceed with live-interviews to identify the final successor.

Cooperation between science and practice

The idea of Smart Generational Change was developed with Mr. Gamber, Professor of Industrial Engineering at the Baden-Württemberg Cooperative State University in Mannheim. You can read more about the initial idea and how it was awarded by the German Stifterverband in our blog.

Professor Gamber develops methods for solving practical problems in human resource management. He has been available to iCombine with his scientific expertise since it was founded.

Book your demo

Explore how iCombine can help your organization. Solve common challenges in succession planning and allow a smart generational change.

  • Let’s talk about current skill management and people planning challenges
  • Experience how you can significantly improve your processes with our solution
  • Find out how to seamlessly set up and use our software in your organization
  • Test iCombine for 30 days with up to 50 colleagues

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