SELECT PERSPECTIVES BLOG

Succession Planning: An Introduction

Posted by  Paul Glatzhofer

succession planning introduction

Organizations who struggle with succession planning often fall into one of these categories:


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Measure Learning Agility to Identify Successful Leaders

Posted by  Jessica Petor

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Identifying, hiring, and developing successful leaders is a daunting task for many organizations, especially when attempting to implement a succession plan. Change is inevitable and having a strong pipeline of high potentials (Hi-Po) is essential to staying competitive.


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What Makes a Great Leader? It Depends On Your Organization

Posted by  Trevor McGlochlin

iStock-637080884.jpgThere is more to a job than just winning. A great example of a leader who came to that realization is David Blatt. In January of 2016, Blatt was coaching the Cleveland Cavaliers basketball team of the NBA. In the middle of the season, while his team was leading the Eastern Conference with an impressive record of 30-11 (30 wins and 11 losses), he was fired. The general manager, David Griffin, explained that the separation was due to a lack of fit. A coach who performs at the highest level and is successful based on, arguably, the most important objective metric in professional sports (wins), can still lose his job. Maybe winning isn’t everything after all.


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How to Prevent Toxic Leadership

Posted by  Jaclyn Menendez

In case you hadn’t noticed, I’ve had quite a bit to say on this topic lately. It started with an introduction to the concept (How to Recognize Toxic Leadership), because it is about more than just disagreeing with your boss or working for a micromanager. Toxic leadership occurs when a person in power negatively affects the organization and its people with their words or actions.

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3 Reasons Succession Planning Fails and What You Can Do About It

Posted by  Connie Gentry

490926205.jpgSuccession Planning is often viewed like many people view sorting through their sock drawer to try and find the missing match, which ones have holes in them and need to be thrown out, or to outright determine if they need to just buy some new socks.

It can be a tedious process and many organizations struggle to feel like they’ve gotten it right or have made the progress they want to make. When faced with the need to evaluate your organization’s succession planning model, consider the following three reasons why succession planning fails, and what you can do to avoid making these missteps:


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Five Steps Towards Hiring (and Keeping) the Right Employees

Posted by  Amber Thomas

hiring-employeesI was recently traveling to another city to visit a client, and ended up having to rent a car. Luckily for me, I got a free upgrade to a high-performance luxury car (it really does pay to be nice sometimes). I couldn’t help but take note of the contrast between this experience and the one that comes with the economy two-door special that I usually travel in. If I had the choice (and wasn’t so darn cheap) I would choose high-performance every time.

More so, now than ever before, organizations should be focusing on hiring "high-performance employees". Selecting and keeping the right talent is critical to the success of any organization. Also, much like my upgraded rental car (who I may have named “Zippy”), they’ll shift you into high gear. Here are five tips to keep your organization on the right track, going the distance, striving and hugging the turns.


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How to Prevent Promoting the Wrong Employee

Posted by  John Fernandez, Ph.D.

PromotionOne of the most common mistakes made by leaders in organizations across all industries is assuming that a high performing individual contributor will automatically make a great manager. This mistake can be very costly to organizations, as it results in many employees getting promoted into people-manager positions who are not set up to succeed.

When these employees fail, it can result in high turnover for first-line management positions. It can also lead to career derailment for employees who either were poor choices for a manager role, or who actually could have succeeded had the organization better prepared them for the transition.


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Why You Need to Select the Best Interns (and Treat Them Well, Too!)

Posted by  Bekah Regan

Earning college credit and racking up work experience in their field of study is a must for the budding professional and the career-changer alike.  But if the mere thought of hiring an intern conjures up images of a coffee-brewing, copy-making gopher, then you are seriously underestimating and underutilizing these eager individuals. 128944318


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Proper Care and Maintenance of Organizational All-Stars

Posted by  Drew Brock, Ph.D.

After six weeks of talking about Nine-Boxing as a practical way to grid performance 9 box ALL STARSand potential, I now come to the culminating corner, the penultimate piece of your succession plan.  The upper-right corner of the performance-potential matrix is where, in a perfect world, all of your staff would reside.  The All Stars in your organization are those people who are realizing their full potential while at the same time performing at their peak.  This is the dream team of organizational players.  They are well-equipped to take on any assignment and poised to transform your organization into a better version of itself.  But caution must be taken with these rarified All Stars for they can easily become bored and thence, to your dismay, lured elsewhere.  Accordingly, I offer a brief care manual for best practices in sustaining and cultivating the "top guns" in your succession plan.


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Succession Planning: Pushing Your Future Stars to the Top

Posted by  Drew Brock, Ph.D.

For the past three weeks, I've suggested approaches for managing the more wayward talent in your Nine-Box Performance-Potential Matrix.


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