Refining processes and developing the next generation of leaders are fundamental to succession planning. I’ve worked with my clients on these key succession planning and talent development steps for years. However, during a coaching call with an executive this past week, I learned a valuable insight into HOW I need to guide my succession planning clients going forward. The leaders need to plan for succession as if THEY were going to return to the company. (more…)
I recently came across a 2018 report by the U.S. Bureau of Labor Statistics that noted companies with fewer than 100 employees, on average, spent only 12 minutes of dedicated training time per employee – during the employee’s entire tenure with them! As pathetic as that is, it’s even more depressing because it dropped from a whopping 13.4 minutes of dedicated training time per employee in 1995. The 2018 report also noted that companies with 100-500 employees invested less than 6 minutes of dedicated training time per employee. (more…)
If you haven’t already had enough surprises and challenges this year, get ready for another leadership challenge: Your workforce’s composition will change more than you expect in the next 18-24 months.
Do you believe your managers can really manage? Do you believe your managers have the skills to make their own department or team decisions? Do you believe your managers can outline their own department or team projects and budgets? Do you believe your managers can resolve their own team problems and make sound decisions concerning their teams and talent? If you really believed your managers could manage, you wouldn’t be involved in so many of their management-level decisions and actions. You’d trust your managers to manage. (more…)