Succession Planning
Most succession planning is a spreadsheet with names on it. Someone in HR maintains a list of "high potentials" matched to critical roles, updates it once a year, and files it until the next leadership review. Then a key person leaves, and the list turns out to be
Succession Planning
Most workforce planning runs on two inputs: headcount and budget. How many people do we have? How many do we need? What will it cost? This is necessary. It's also insufficient. Headcount tells you how many bodies occupy roles. It tells you nothing about whether those bodies have
Succession Planning
Only 21% of organizations have a formal succession plan, according to SHRM's 2024 Talent Trends report. That means four out of five companies are one departure away from a leadership vacuum. And of the 21% that do have a plan, most are built on the same shaky foundation:
Skills Management
Read about critical factors that support bringing mentoring into company culture.
Skills Management
Every organization needs a good succession plan to ensure that when a key employee leaves, there's a replacement in-house to take their place.
Managing People
Succession planning is an investment in your organization's future. This article will give you a head start into beginning your succession planning efforts.