Greetings!
Welcome to the April 2009 issue of ODC's Update newsletter. In it, you'll find a recent BizTimes article, "The next generation: Develop your company's future leader" and an overview of Appreciative Outplacement and Career Transition Services. |
| BizTimes February 6 - 19, 2009 |
|
| The next generation
Develop your company's future leader
Question:
Leadership development/succession planning is a concern at my company. The executive leadership team (ELT) is comprised of five individuals, two of whom are nearing retirement, including the president/CEO. We want to do a better job of preparing the people who will lead the company in the future, including the other three members of the ELT, who we hope might help us transition. In the past year, we've tweaked the succession planning process in light of some strategic planning and discussed where we want the company to go so it can continue to perform well. We're now turning our attention to developmental matters. What is the best way to position this? What are some suggestions for the kinds of development we should be offering? Thanks.
Answer:
As long-standing readers know, my firm belief is that leadership effectiveness determines organization effectiveness. If you want your company to build upon its foundation, then investing time and effort in fine tuning succession planning and leadership development processes is a most worthwhile undertaking.
Click here to read more:
|
| Appreciative Outplacement & Career Transition Services |
|
|
During these trying economic times, decisive action is required for departing employees to successfully conduct a new job search and for those who remain to externalize their survivor feelings and move forward into productivity. If you anticipate or have recently conducted a Reduction in Force (RIF) or business line closure, contact us for Appreciative Outplacement & Career Transition Services.
To learn more about the services we offer, please click here for more information:
|
