How could we carve out internal career paths for developing women in leadership?
—No Glass Ceiling Here, finance/insurance/real estate, New York City
We have some departments that are better equipped for succession than others. Ours is a Fortune 500 company in a dynamic, regulated industry. How do we pinpoint our weak spots and begin to make succession an integrated component of our strategic planning? We’re stymied on first principles for getting started.
—The Future Is Passing Us By, pharmaceuticals, Philadelphia
Is ‘talent to lead’ something we could quantifiably measure? And if so, how? We've read Gallup reports that only 1 in 10 people possess the quality to lead. Yikes.
—Looking for Leaders, HR consultant, technology services, Salt Lake City
How do we tie recruiting to fill new positions to development of a comprehensive succession strategy? People tend to talk about succession as a separate event from recruiting, but isn't there a connection between the two? We aren't far enough along on succession and the question has arisen in the context of our ongoing internal discussions.
—We Have Needs, services/software, Amherst, Massachusetts
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