Our company soon must replace a number of senior-level boomers nearing retirement. How do we develop younger high potentials to take over as senior executives? Does it take a different approach than we used in years past?
— Our Future Is Our Past, senior organizational development officer, financial services, Gaithersburg, Maryland
Moving to a PTO system has many advantages, including: reducing unscheduled absences and making an employer more attractive for recruiting.Read More
Our leadership team is looking at several managers for potential promotion. All the candidates are good, but we can only promote one. There isn’t a great deal to separate them — each person has assets and deficits. Since the margin of difference is small, what can we do to make sure we make the right choice? — Talent Scout, director of development, electronics, Scottsdale, Arizona
As much as we want to believe the Mary Barra story says we can become CEOs, it’s only true if we’re brave enough to leave.Read More
The average age of our workforce is 48 years. We'd like to develop a strategy to prepare for the aging of our workforce, but what's really the most effective thing we should do? Who should be involved or giving input? We know we need to do something, but we aren't sure what's going to be effective. And we don't think we can “hire” our way out of it.
—Not Getting Any Younger, manager human resources, financial services, Amsterdam, New York
Let's talk about the trend of major college football programs using executive search firms from the business world to land their next head coach.
Barra is viewed as a leader in the company’s turnaround since emerging from a Chapter 11 bankruptcy in 2010. She replaces CEO Dan Akerson who will retire in January 2014.Read More
Your leadership defines your organization's strategic vision and long-term success and sets you apart from competition-- yet few companies practice formal succession planning. Published in June 2013, you can now download our Best Practices in Succession Planning white paper to learn the four steps to better succession planning.Read More
How do we help retirement-age workers in lower-level jobs make the transition, even as we begin planning succession for higher-level jobs? We have some workers who are several years past our voluntary retirement age and want to make sure the company is prepared for their departure. For other higher-level jobs, we are just starting to look at who our successors might be.
—Cautious, HR manager, education, Kingston, Jamaica
How to build a robust succession planning program that aligns current talent development with future leadership needs.Read More