The ask of today’s leaders is big and their ability to respond has a direct and immediate impact on a company’s long-term viability. With the accelerated pace of globalization, digital transformation, and technological advances, leaders don’t have to have all the answers to lead effectively. Instead, the ability to display authentic vulnerability can be an asset.
Read MoreBoomers continue to do things their way. Although most Boomers will be 65 or older by 2025, they’re not rushing out of the workforce. Sixty-eight percent envision a phased retirement. At the same time, Millennials – who by 2020 will account for 50 percent of the workforce – are actively seeking career growth and leadership positions. Here’s a look at the succession balancing act companies are facing today.
Read MoreThe adaptive leaders you’re looking may already be in the organization, but a level or two down where business-as-usual succession management and talent development programs can’t find them. Uncovering and developing these hidden gems means taking succession management to the next level.
Read MoreThe first step in successful succession planning is acknowledging the elephant in the room. Succession planning doesn’t make you obsolete or send a message that you’re planning to move on. Read on for more on why you don’t want to leave it up to chance.
Read MoreBuilding a strong leadership pipeline requires a deep understanding of what different generations want from employers – and what makes each unique.
Read MoreWhen filling leadership positions, do you feel like you don’t have the female talent pool you need? If so, you’re dealing with the “hollow middle,” which results from low promotion rates for women compared to men.
Read MoreProgress toward increased diversity at the leadership level has been slow. Current leadership pipelines are producing white male leaders nearly seven out of 10 times. While current diversity initiatives aren’t driving significant changes in leadership ranks, companies can shift the tide with a few process adjustments.
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