One of the many advantages of an internal Talent Review-Succession strategy is the opportunity to increase the diversity of your leadership team! Here are ideas that work to achieve this goal: Increase Awareness The first step to increase leadership diversity is to increase awareness, using current employee and leadership team diversity metrics, and meeting with senior leaders to d...

You are a talent development professional, possibly working from home, and wanting to move forward with your talent review-succession plans and your leadership development. What should you do? Multiple virtual options are already available to help you move forward: ATTEND A SHRM-HRCI WEBINAR: You can attend a live VIRTUAL Talent Review-Succession webinar course co...

The company doesn't stop or even reduce other business risk planning (think financial risk management, IT data risk management, safety risk management), so why stop talent risk planning?  Because that is what succession planning and development is...assessing talent risks and developing people to be prepared for the future and for new situations.Obviously, some employees in some industri...

Use succession business metrics to develop a strategy to retain top talent and reduce external recruiting expenses. It’s inevitable—eventually every employee will leave an organization. So why not proactively plan for talent loss? Often, an organization seems surprised and caught off guard when a talented employee leaves, and this surprise is typically followed by a costly and time-co...

What Is It and Why Do You Need It? You’ve been bombarded with information about Talent Management in recent years. More and more people are in Talent Management positions in organizations. And yet, confusion about what a talent management strategy is, and why it is critical for your business seems to be increasing. The phrase “talent management” seems to be used now for a variety of h...

If you go to the doctor, what does the doctor do first? The doctor takes your blood pressure, weighs you, takes your temperature, etc. In other words, the doctor is taking your “baseline metrics” to identify potential medical issues, and to determine how these metrics might be affecting your health. Similarly, to determine the “talent pain points” and metrics that affect the “talent ...

Some organizations worry that they will spend precious funds on developing people who will then leave the organization after “building up their resume”. It is true that no matter what we do, we will have some top talent leave the organization after investing in their growth and development. However, here are other ways to look at this concern: The risk of spending time and money o...

1. A successful business always has contingency plans and risk management strategies in place to reduce risks. Can you imagine an organization saying, “We don’t worry about a security breach of our system data—we’ll just figure it out when that happens.” And how successful will a business be without financial investments and reserves, as a part of a financial risk management plan? Wha...

The Board of Directors of any organization is responsible for protecting the interests of the investors, shareholders, customers and employees. The Board must be forward-looking at all times, working to ensure the long-term sustainability and success of the organization. The Board is responsible for overseeing the strategy, for reducing business risks and expenditures, and for identifyin...

Over the past decade, many organizations and corporations have implemented talent review meetings and succession planning to regularly discuss employee career paths and organization talent needs. This is a still a new risk management function for many organizations. Some organizations have found these processes to be highly beneficial, but others have not seen the results they were hopin...