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High Impact Quotes: |
1. Though not always true, this is a worthwhile challenge to consider: "Hiring an outsider masks the hard truth that a company has not developed a pipeline of leaders from among its ranks who can step in and manage the bigger challenges of the day." Steven J. Drotter, Ram Charan, Ivey Business Journal, 2006-08-02 2. This is always true: "Failure to plan for succession is planning to fail." Williams Buggy Presideant and CEO of Whip Company, Inc. 1902 |
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Book of the Month | |
Building Tomorrow's Talent is a must read for anyone who is trying to get their hands around how to implement a succession planning process. This book is a hands-on and practical resource that walks you through the steps to creating a succession planning process. |
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Greetings!
This month our focus is on Succession Planning. One of the chief concerns of most senior leaders is developing a talent bench of leaders who are poised to take on new levels of responsibility when turn-over or retirements occur. Establishing rigorous and high impact succession plans requires organizations to forecast talent needs in the context of market shifts and organizational strategy. Once talent needs are crystalized, developing people for high performance becomes a hallmark differentiator in the good versus great organizations. This newletter addressess the practical steps of succession planning. |
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Featured Article: Strategic Succession: Knowing, Assessing, and Developing
written by Diane Brown | |
Succession planning is a process for aligning your future long term mission with the right talent to successfully implement your strategy. Senior leaders should be very involved in this process. Most organizations understand that a solid strategic plan makes the difference between success and stagnation in the marketplace. We cannot underestimate how important equipping the right people to deliver your strategy is to your success. Too often, organizations do not spend enough time ensuring that the right players are being developed in the right skill set to maximize organizational performance.
Click here to read the entire article |
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4 Tips for Efficient Succession Planning by Marshall Goldsmith |
Many of the CEOs we talk with these days express concern about the lack of bench strength in their companies. They are very worried that they lack sufficient "ready now" candidates to replace planned & unplanned losses of key leaders. As a result, the future continuity and performance of the business is at risk.
Click here to read the full Goldsmith article |
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Measuring and Assessing
for Succession Planning | |
To help evaluate and match future job requirements to candidate potential, Talent Journey uses a benchmark job profile tool along with our Performance Fit assessement. You can learn more on our website: The Talent Journey
The benchmark process helps organizations gain clarity about the key responsibilities and skills required for success on a job.
Our Performance Fit assessment helps organizations evaluate the potential of those candidates.
Our founder, Diane Brown, has vast experience in helping organizations design, implement and measure succession planning processes. In fact, she wrote her Master's Degree thesis on best practices in Succession Planning.
Applications in Your Business
- Enhance your organizations ability to forecast talent needs.
- Get senior leaders aligned around future talent needs in the context of business strategy.
- Accurately assess talent within your organization and identify gaps that require external talent hiring.
- Intentionally develop successors for these future jobs.
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What does TALENT JOURNEY do? |
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Our Expertise:
· Talent Assessments
· Performance Development
· Leadership Development
· Team Building
· Executive Coaching
We help your company select, align, and develop the potential of your people to achieve your unique mission and strategies. Our proven, customized and measurable approach improves individual, team and organizational performance for long-term sustainable business results. |
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Thank you for supporting our business! |
We are committed to providing you with insightful and relevant leadership information.
We aspire to keep you thinking on the leadership edge, especially about how to optimize and leverage the talent within your organization. Too often talent underperforms because, as leaders, we don't provide enough "maintanence." Just like machines falter without maintanence, so do people.
Great leaders know how to inspire, equip and develop their talent from the time of hire all the way to the day of retire. At Talent Journey, we guide your adventure and help you navigate the sea of potential. Thank you for the opportunity to partner with you on your journey.
Referrals are greatly appreciated.
Sincerely,
Diane Brown
Talent Journey Founder
760-471-2703 or By Email
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