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Category Archives: Succession Planning
DRIVE: Why Your Change Effort is Likely to Fail, and What You Can do About It
Your organization has, once again, embarked on its latest change journey. And again, the initiative has met its demise. If there’s one thing every individual and every organization knows well is the fact that a significant number of change efforts … Continue reading
Performance: It Is About More Than Operational Metrics
Establishing effective operational metrics may be the first step to improved performance, but unless you’re also gauging managers’ and employees’ interpersonal performance, you’re managing with an incomplete picture. Continue reading
The Likeability Question: Assessing Talent for Hiring Decisions
By prioritizing likeability, companies can ensure that new hires onboard seamlessly into the organizational culture, engage effectively with established teams, and ultimately succeed in the company. Continue reading
Posted in Succession Planning, Talent Assessment
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Growth and Development Opportunities and Employee Engagement
it is possible to achieve high scores on perceived growth and development opportunities throughout the economic downturn. The key is to maintain opportunities for simple promotions and growth within the company and communicate them regularly, even if they’re small. Continue reading
360-Degree Feedback for Effective Succession Planning
The best succession planning and development processes use multiple assessments, including a customized 360-degree assessment, paired with quality coaching and action plans to ensure the right people are promoted.
360-Degree Feedback Uses
Most people understand that 360 feedback increases self-awareness and is a great tool for leadership development. But there are many other uses that are less common and very effective. Continue reading
