Have you ever heard of discretionary effort?
It’s the level of effort people could give if they really wanted to, above and beyond the minimum required.
Let’s face it, every organization has star performers. Those people I like to call, rainmakers.
You probably have a few rainmakers in your organization. They come Continue reading
The first question I ask a business owner is “What’s your biggest challenge?” Invariably the answer is usually, finding qualified people.
Some jobs require highly specialized skills that are no longer taught in school. For example, tool and die makers, body shop technicians, and CAM machine operators to name a few.
However, Rassoul Dastmozd, President at Saint Paul College is changing the tide and bringing focus back to a curriculum geared towards manufacturing, construction, and industrial machinery jobs.
What about traditional jobs like accountants, middle managers, and IT? Continue reading
According to the 2012 Chief Executive study by Booz & Company, of the world’s largest 2.5K public companies, 15% of CEOs were replaced last year. Of these, 72% of the CEO turnovers were planned successions. This suggests companies are working more thoughtfully than ever to ensure they put new leaders in place who’ll best serve the company for years to come.
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Consider the senior leadership of your organization. Has your company made plans for the transition of these individuals? Succession planning is least effective when it’s developed on an as-needed basis (in fact, it really should be called “crisis management” in that case); rather, succession planning should be ingrained in your complete talent management plan, making it a part of the way you do business.
With every new hire you make, and as you onboard each employee, there are simple ways you can ensure the strength of your bench can withstand the inevitable changes that lie ahead: Continue reading