Well how do you like that?  The British Commonwealth countries have now decided it is okay to break tradition and make new laws that allow succession plans to transfer females, even if they have a little brother.  More detail here .  Yes, royalty have a different world to live by, but I have heard some pretty lame excuses for corporations to keep old outdated methods and traditions when it comes to their employee processes.  And they are not all just related to succession planning.  I thought I would create a list of the some of the really stupid decisions or policies that we see.  If you don’t want your co-workers, peers or executives to roll their eyes and scoff at your ancient processes, get rid of these 7 succession policies NOW!

Awful Policy 1: Only Allowing Planners to Select Successors from the chain of command under a position

Successors should be the best candidates for the role regardless of the current department or position they hold in a company.

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The movie Glengarry Glen Ross introduced the sales catchphrase “ABC: Always Be Closing” to pop culture. Here’s one for HR: “ABP: Always Be Planning.” It’s an especially good philosophy to follow when it comes to talent management.

Think about it – if we are thinking ahead in terms of talent development and management, then we’ll be prepared for change with resources at the ready (to a degree, of course). Take the 9 box, for example. If your company consistently rates and reviews top talent, you benefit in a couple of ways. First, you can easily see read more »

Job hunting is rarely a fun experience, but it is even less so in a trying economy where unemployment is hovering near 10%.   If you read the papers and watch the news you hear that jobs are out there, but those out of work often do not have the skill sets that these open positions require.  So, the question for a job seeker is how do you gain, and more importantly portray, that you have these skills to a potential employer? read more »

A Nine-Box matrix is typically used in succession planning to plot the potential of an employee to move up in the organization on one axis and performance ratings on the other axis.  This allows you to compare, contrast, and desk check that you are considering as many individuals as possible for succession plans.

But, why should we stop there?  Aquire is implementing some great creative usage in the 9 box to help solve many business and talent-driven decisions.  I bet you would love to see performance rating on one axis and the scale of salary or raise % within a 9 box.  It allows people to fall directly into the 9 box and you can see the outliers during your bonus planning.  It is very powerful. read more »

Mike Molinaro, VP of HR Operations at Comcast, and Tom McKeown, our president and COO, will be at ASUG Fall Focus, presenting Comcast’s succession planning case study. If you will be at the conference, be sure to support us and learn how Aquire has developed a state-of-the-art succession planning system for Comcast’s 100,000 employees! Tom and Mike will be presenting on Thursday, October 7 from 9:15-10:15 a.m. In the meantime, check out the presentation deck above! If you’re not already registered, register here.