Time marches on, and with it go corporate leaders. Everybody retires at one time or another, and to maintain solvency in the leadership ranks, companies must know in advance how they’re going to deal with these departures. The traditional way of addressing this is with succession planning.It’s important to have a plan in place to make the changing of the guard for executive management positions smooth and uncontroversial. The plan itself, however, is not as important as what the plan mandates: development of personnel who are ready, willing and able to assume top spots such as chief executive, chief of operations, chief financial officer, chief technology officer and others.
Succession planning – or succession development?
A lot of companies are big on planning but not so great on development. Where succession planning is concerned, this is often simply a problem with how the process is viewed. Planning is a system with so many aspects, it can seem to go on forever and grow to the point where nobody really understands the plan anymore. Development is quite different.If you think “succession development,” then you’ll be starting out on the track that will lead you to the results you want. Common sense tells you that in leadership succession, the goal is to prepare future leaders, not to plan. You already know what’s going to happen – new leaders will replace retiring leaders or those who leave for other reasons. The key is to make the “plan” simple and concise while focusing the majority…
Today is the official launch of our new website and we are excited to share it with all of you.We are also beginning our 15th year of business here in the Bay Area.Our passion and vitality for our work seem stronger than ever. Much of this has to do with our continuous learning during the last 18 months.First we engaged with Phil Sandahl and his staff at Team Coaching International (TCI), where we went through their unique team coaching certification. TCI's team assessments are the best in the business and gives us and the teams we work with an immediate and incisive look at how teams see themselves and how their stakeholders see them as well. This output has translated to us helping teams get immediate traction and acceleration in moving toward their goals. Please check out these tools on our Team Assessments page.Next we got involved with Bob Kaplan and Rob Kaiser authors of The Versatile Leader and the accompanying 360 survey called the Leadership Versatility Index (LVI). In all the years that we've been doing leadership and executive coaching nothing has impacted our thinking and approach to coaching more than this concept of leadership versatility. No longer do we think in terms of deficits or focusing only on strengths, but rather building versatility into a leader's repertoire of leadership behaviors. If you're interested in reading more about this concept please go to our Coaching Philosophy page on the website to download several articles.We then became certified in the Birkman…