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Why Have a Succession Plan?

Why Have a Succession Plan?As a leader, you know your organization should have a succession plan. Yet you’ve not been able to justify taking time away from real work to create one. Why take the time to plan for something that might be helpful someday?

If that question sounds like something you’ve thought or said, please understand that a succession plan is more than a plan of who can or could take over positions in the future. It’s also a plan of who can temporarily step into positions now to keep things going when you or other team members are away. Succession planning is all about creating depth within your organization – now and in the future.

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Posted by Gina Hott on July 19, 2017 in Succession Planning and tagged , ,

 

How Can I Keep Our Strategic Planning Process Simple?

Simple Strategic PlanningThe most common question a strategic planning client asks is: “How can we keep this simple?” The question is being asked typically for one of two reasons: 1) They’ve experienced at least one long and painful planning process, or 2) They’ve never actually created an effective plan. So, though they realize there is a need to go through the strategic planning process, they’re lost as to how to do so simply and effectively. The key is to keep it concise, focused, and trackable.

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Posted by Gina Hott on June 20, 2017 in Strategic Planning and tagged , ,

 

Would You Want to Work for “You”?

Would You Want to Work for “You”?If you had the opportunity to work for yourself, would you? This question has been popping up in conversations with several clients lately. It’s come up during a board strategy session. It’s been discussed during coaching calls. And, it’s come up while discussing the challenges of working in a multi-generational workplace. The reason I ask the question is simple: Focus on yourself before you criticize your team.

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Posted by Gina Hott on May 23, 2017 in Leadership Development and tagged , , , ,

 

Revise “And Any Other Duties As Assigned” to Change Your Culture

Revise “And Any Other Duties As Assigned” to Change Your Culture

If you’ve been in management for any length of time, the phrase “And any other duties as assigned,” is one you know. Whenever I ask one of my audiences or leadership training teams, “What’s that line at the bottom of most position descriptions?” invariably the knowing participants start to chuckle and say, “And any other duties as assigned!” That phrase conveys feelings of power to many managers yet most don’t understand it or apply it correctly.

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Posted by Gina Hott on April 19, 2017 in Strategic Planning

 

Stop Kidding Yourself – You are Not a Stage Five Leader

Stop Kidding Yourself – You are Not a Stage Five LeaderLast week, following my presentation to 150 small business owners, one of the audience members shared with me, “You know, I’ve been a Stage Five Leader for years. That’s not the problem. It’s this vision thing. I don’t think we’ve got that down because I can get away from my business for up to three months, but any longer than that, and it will fail.”

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Posted by Gina Hott on March 20, 2017 in Leadership Development, Succession Planning and tagged , ,