Posts Tagged ‘
succession planning
’
Posted by:
Elizabeth
on
June 6, 2012
Posted in
NonProfits by the Numbers
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Tags: employee programs, employee satisfaction, leadership pipeline, succession planning
Recently The Chronicle of Philanthropy reported the results from a study of 450 nonprofits and their employment trends. 43% of participants expect to make new hires this year, but they also will face turnover as workers seek better jobs and enter retirement. This shows an improvement from last year, when only a third of nonprofits anticipated making hires.
The bad news is that only a fourth of these organizations have made a deliberate effort to actually retain the workers they have. As the job market continues to strengthen, nonprofits have to consider how to keep their most talented workers. (more…)
Posted by:
Elizabeth
on
May 29, 2012
Posted in
Contextual Leadership
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Tags: assessment, assessment tools, employee programs, human capital, leadership, leadership pipeline, management, succession planning
So we come to measurement again. You have measured the culture of your organization and have a better idea of who your organization is and who you aspire to be. Now is the time to examine your leadership candidate. But where to begin? There are so many measurement tools out there, how do you choose?
Povah and Sobczak in People & Strategy have given us some great ideas for measuring the leadership components we have looked at in this blog series. (more…)
Posted by:
Elizabeth
on
May 23, 2012
Posted in
Contextual Leadership
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Tags: employee programs, leadership, leadership pipeline, management, recruitment, succession planning
We have been looking at contextual leadership and how to ensure that our leaders will adapt to shifting environments and strategies. Having defined leadership agility and the other key elements of good leadership, we will now look at how these elements can combine with our organization in a good fit.
Povah and Sobczak define fit as evaluating the internal and external factors that define the organizations’ context, based on the current reality and the vision of the anticipated future. Some questions to consider for your organization:
- What are the external conditions and challenges that must be faced in the external environment?
- What business strategy must be executed to address the external challenges? Is the company growing, or does a new growth platform need to be developed and executed? (more…)
Posted by:
Elizabeth
on
May 16, 2012
Posted in
Contextual Leadership
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Tags: human capital, leadership, leadership pipeline, management, succession planning
A good friend of mine shared that his grandmother was one of the first women to enter the Army Nurse Corps in World War II. She was commissioned as a 2nd Lieutenant and decades later still pulled rank when he would stay home sick from school. She’d take him gallons of water throughout the day and take his temperature with an old glass and mercury thermometer. He still saw her snapping her wrist just so to make the thermometer click and she could read the result without glasses. He, however, had never been able to read a glass thermometer though he could write a dissertation on how to do so. (more…)
Posted by:
Elizabeth
on
May 9, 2012
Posted in
Contextual Leadership
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Tags: human capital, leadership, leadership pipeline, management, succession planning
I’ve been hearing you, “Liz,” you say, “I know all about intelligence, emotional intelligence, and even values. While I do need to think about quantifying these for my leadership pipeline these concepts aren’t that new.” Today’s fifth element will just what you are looking for.
Learning Agility is the ultimate “X” factor for success in a dynamic and capricious business world. (more…)
Posted by:
Elizabeth
on
May 4, 2012
Posted in
Contextual Leadership
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Tags: employee programs, human capital, leadership, management, succession planning
Simple rule for lawyers and bloggers – never lead with a question you can’t answer. Yes! You can quantify values and drive, and in People & Strategy, Povah and Sobczak have compiled some fascinating research on how they impact leadership.
Values centers around the character traits of integrity, honesty, sincerity, trust and respect. We know those traits when we see them, but we must also learn to take measure of them during leadership selection. (more…)
Posted by:
Elizabeth
on
May 2, 2012
Posted in
Contextual Leadership
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1 Comment »
Tags: employee programs, leadership, management, succession planning
I had a friend once who had two kids that loved to compete with one another. The boy was a straight A student, president of the chess club, and received early acceptance into the Ivy League. The younger girl was a B- student, captain of the cheerleading squad and class VP. One day he was gloating about his grades so she stuck her tongue out him and declared that he might be a brainiac but was a social misfit while she would always have loads of friends and was a social genius.
Sadly, she was right. He didn’t have a lick of sense or ambition beyond his textbooks while she had networking skills that would serve her career forever. (more…)
Posted by:
Elizabeth
on
January 19, 2012
Posted in
Let’s Hang On…To What We’ve We Got
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Tags: employee programs, employee satisfaction, hiring process, human capital, succession planning
You’d be surprised to know how many companies craft a high-potential development program without ever having defined what potential means. In Fernandez-Araoz, Groysberg and Nohria’s look at how to retain your top talent, they define potential as a person’s ability to grow and handle responsibilities of greater scale and scope. “Greater scale” is a job in the same area but with increased budget or staff, while “greater scope” is a job that involves activities that demand more breadth and complexity. This definition of potential may or may not suit your organization – take some time to craft an accurate meaning of potential considering your culture and process. (more…)
Posted by:
Elizabeth
on
January 17, 2012
Posted in
Let’s Hang On…To What We’ve We Got, Uncategorized
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Tags: employee programs, employee satisfaction, recruitment, succession planning
There is a war out there – a war for talent. In a global study conducted by Claudio Fernandez-Araoz, Boris Groysberg, and Nitin Nohria; only 15% of North American and Asian companies are confident they have enough qualified successors for key positions. Fewer than 30% of European companies believe their talent pipeline is sufficient. In a spotlight article in Harvard Business Review, Fernandez-Araoz, Groysberg and Nohria look at how to hang on to your high potential successors in the face of such shortages. (more…)