What is the best strategy for succession planning in an organization that is top-heavy with aging employees?
— Looking to the Future, senior corporate D&T adviser, energy, Abu Dhabi
In the wake of some high-profile exits in the past few days, we take a look at some of the more interesting employee exits.
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
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