Less than half of U.S. companies have in place a CEO succession plan. For a variety of reasons, companies large and small, have failed to take the necessary steps to prepare for the possibility that their CEO could suddenly retire, quit, or die. Many report that if any of these occur, they'll simply recruit a replacement- - a process that will likely take several months and could leave the organization in chaos as it scrambles to address the crisis. Organizations put themselves at risk when they fail to put in place a plan.

There is another scenario that more and more organizations are beginning to address: emergency CEO succession if the CEO is unexpectedly incapable of doing his or her job. What would you do if your CEO was stricken and unable to work for one month, three months or longer? Who will take over and is she prepared to do so? What kind of interim leader will your organization need to lead you through the crisis?

It is important for executives and boards of directors to discuss not only who will take over in an emergency, but to also examine their criteria for this important choice. It is also much easier if you've discussed this issue and developed a plan before a crisis occurs.

I am currently developing such a plan for a large not-for-profit. Call if you have any questions or if you need assistance in developing your plan.

Imagine what it would be like to experience:

• Productivity that trends upward
• Workers that are motivated and engaged
• Employees who perform at an exceptional level
• Communication that is open and honest
• Employees who get along

If that does not describe your experience, why not?

We have developed a new training program designed to teach managers how to excite star performers, increase the level of performance, resolve tough challenges, and make managing easy. Based on the principles in my new book, Uncomplicating Management, we can give your managers and supervisors the tools, experiences and skills they need to be successful---and all the training can take place in your facility.

Two new employment laws guides are now available. The Massachusetts and the Maine Law Guides have been prepared as a quick reference in determining state and federal laws that affect your business. Each covers the major employment, wage, and leave laws, as well as discrimination, sexual harassment, FMLA, COBRA, vacation pay, required posters and much more. All of the major law changes that occurred in 2009 are also included. There are over 50 different employment laws covered, in an easy to read format. This is a must for every manager and supervisor to have available.

The two characteristics most likely to make a job candidate stand out positively during the job interview process are skills that are directly applicable to the job, 56%, and a good fit with other team members and/or the organization, 42%, according to a SHRM poll on "Interviewing Dos and Donts for Job Seekers."

I have developed a number of tools and booklets to help you manage your workforce. These include:

• Sexual Harassment Prevention Toolbox
• Preventing Discrimination & Harassment Guide
• Strategies to Survive a Tough Economic Downturn Guide
• Guide To Massachusetts Employment Laws for Managers
• Employment Laws for Maine Organizations