You need the best talent for your organization to thrive! Yes?
As the leader of your company, you’ve got to get intentional about strengthening your bench. Developing those high potentials so you can focus on the long term vision, meet with important customers and partners, and spend more time with your family and friends. Unless of course you enjoy working 60+ hours a week! 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
Keeping a firm grip on every budget dollar continues to be crucial in the challenging business environment. Until recent glimmers of improvement in the economy become a reliable upward trend, employers continue to produce more with fewer staff.
Being part of a strong recovery will require three crucial accomplishments:
- Retention of superior performers to achieve current goals.
- Strategies for bringing out the best in everyone on the team.
- Selection of new talent as you ramp back up.
When your business is ready to grow, will your employee value proposition motivate star performers to join your staff and convince the ones you have now to stay on board? Will they be raving fans? Continue reading