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 »

The org charts are connected to the succession plan…
The succession plan is connected to the reorg…
The reorg is connected to the data integrity…
And so on.

Workforce planning is a very comprehensive term. Sometimes it gets tangled in definitions regarding only the scheduling of employees. Other times it’s used to define the budget needed for future staff. It is so much more than that. read more »

First Quarter of the year is often the peak of the performance review and goal setting season. I have a few tips which are making these sessions much more enjoyable at Aquire this year. 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 »

One reason Aquire is successful is that the most common way companies visualize their organization mentally and literally is through the org chart. Yet there is another triangular image in the career and talent management visualization which is also important. This is the Career Pyramid.

I have never liked the term “climbing the corporate ladder.” It implies that your career path is going to be linear. I have seldom seen paths to career nirvana as straight lines. Instead, there is an analogy, pulled together by Lindsey Pollak, that aggregates several examples of why building your career as a pyramid is valuable. read more »