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Succession Planning: How Deep is Your Talent Pool?
Read this article and learn how to establish a succession plan for filling current and future needs, moving the organization forward.
Über den Inhalt
Many organizations never stop to think about what to do when their key leaders leave the company.
Developing a consistent succession plan is fundamental so that the process of replacing these professionals is done in an organized manner, guaranteeing the continuity of leadership roles while not causing damage to the business.
In this article, Linda Henman talks about how and when to start a succession plan, showing the step-by-step on how to lower employee turnaround, feed the leadership pipeline and place the most qualified candidates in key positions.
Über den Autor
Dr. Linda Henman
For more than 30 years Dr. Linda Henman has worked with Fortune 500 Companies and small businesses that want to think strategically, grow dramatically, promote intelligently, and compete successfully today and tomorrow. Linda holds a Ph.D. in organizational systems and two Master of Arts degrees in both interpersonal communication and organization development and a Bachelor of Science degree in communication. Whether coaching executives or members of the board, Linda offers clients coaching and consulting solutions that are pragmatic in their approach and sound in their foundation. She is the author of Landing in the Executive Chair: How to Excel in the Hot Seat, The Magnetic Boss: How to Become the Leader No One Wants to Leave, and contributing editor and author to Small Group Communication, among other works.
