I'm not sure what's going on lately, but I'm encountering more rude managers than ever before. Maybe it's the economy. Maybe it's the weather. Maybe it's a sign of the times.
I was recently asked by an association president what basic steps he and the executive committee should consider as they create a succession plan that's effective and simple.
We've hit that part of the Strategic Planning process with a few of our clients: It's time for them to put what they've developed to the test. Specifically, a few clients are facing difficult situations with select key staff members.
Are you frustrated with your managers, supervisors, or project managers?
Do they blame others when budgets are blown and deadlines are missed?
Do they point fingers when their teams are deadlocked over problems?
I was speaking with a client recently about his company's heir-apparent: his son. He wants his son to take over as the company "leader" in a few years. His son is very organized.
It's happening again. We've been contacted by several clients all dealing with the same issue: current top management is ready to move on (retire, sell, quit, transfer to a new division, etc.) and there's no staff ready or able to replace them.
