It is amazing to me how many businesses McKinsey & Company find that have not built succession plans, even for their CEO. That’s nearly half in the study. Considering that 100% of us die at some point in time, and 100% of us eventually leave our jobs in one way or another, it’s unbelievable anyone would consider not building a succession plan immediately for their CEO and key employees throughout the organization. What are they scared of that could possibly be worse than a gap in their leadership? read more »

Aquire is currently hiring for several new positions in the company. We set our standards very high to make sure the prospective employees fit both the skills set and corporate cultural. It matters a great deal to us which people in this world represent Aquire to our customers. read more »

Guest Post By Candi Varisco, International Country Manager at Aquire

A review of The 30-Minute Guide to Talent and Succession Management, by Doris Sims

Talent and succession management may be unfamiliar ideas to many business leaders, but when they are likened to more recognizable business concepts – like financial budgeting and sales pipelines – they not only quickly become clear, but clearly necessary. The 30-Minute Guide to Talent and Succession Management by Doris Sims does exactly this; concisely demonstrating how important and easy it is for every organization to create and maintain talent and succession management plans. And, yes, it really can be read in about half an hour.  read more »

The information provided in this recent article, Plan For CIO Succession, in this week’s issue of Processor® , is very valid for many positions.

As is so often demonstrated, the talents of the executives must be a blend of many competencies. Identify the skills you want to see in your organization’s leadership and then track them for each possible candidate, better yet, for all employees. Ideally, executives must be able to balance their strengths at: read more »

I just saw the best tip for 9-Box usage. I have often pushed the envelope with some people, urging them to visualize different data beyond the high potential and high performance traditional viewing. My favorite unique use is still plotting age on one axis and tenure on another, placing people into the appropriate squares to visually assess risk of retirement. read more »