Comments for Amelia's Perspective http://www.ameliasperspective.com Amelia Tess Thornton's Thoughts on Life, Business and the World Around Us Tue, 22 Feb 2011 04:07:30 +0000 hourly 1 http://wordpress.org/?v=3.0.1 Comment on Succession Planning Below the C-Suite by Beth Broderson http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-5006 Beth Broderson Tue, 22 Feb 2011 04:07:30 +0000 http://www.ameliasperspective.com/?p=145#comment-5006 Amelia, a great post indeed about the importance of both succession planning and leadership development -- a subject that is also near and dear to your heart. When companies programmatically cultivate great leaders with formal leadership development programs, succession planning becomes part of the conversation about which leaders to invest in for further development. These same executive leadership development programs frequently have special assignments at their core, which often lead to succession planning. Succession planning and leadership development are so linked that I can't separate them -- and both are sweet spots for you! Amelia, a great post indeed about the importance of both succession planning and leadership development — a subject that is also near and dear to your heart. When companies programmatically cultivate great leaders with formal leadership development programs, succession planning becomes part of the conversation about which leaders to invest in for further development. These same executive leadership development programs frequently have special assignments at their core, which often lead to succession planning. Succession planning and leadership development are so linked that I can’t separate them — and both are sweet spots for you!

]]> Comment on Succession Planning Below the C-Suite by Janet Evans http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4648 Janet Evans Tue, 01 Feb 2011 23:47:53 +0000 http://www.ameliasperspective.com/?p=145#comment-4648 The discussion of succession planning is very appropriate at this time. Once the economic recovery is in full swing and employees are able to release the pent up desire to find a more ideal career path, having succession plans at multiple levels of the organization will be a strategic advantage. Added to the planning for senior and middle management, should be focus on key "client-touch" positions. To lose employees in areas critical to a client's business and service continuity can directly impact the organization's bottom line, as well as customer satisfaction. Remember the adage "it takes five times the effort to gain a new customer that to keep a current one." The discussion of succession planning is very appropriate at this time. Once the economic recovery is in full swing and employees are able to release the pent up desire to find a more ideal career path, having succession plans at multiple levels of the organization will be a strategic advantage. Added to the planning for senior and middle management, should be focus on key “client-touch” positions. To lose employees in areas critical to a client’s business and service continuity can directly impact the organization’s bottom line, as well as customer satisfaction. Remember the adage “it takes five times the effort to gain a new customer that to keep a current one.”

]]> Comment on Succession Planning Below the C-Suite by Sandy Simpson http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4632 Sandy Simpson Mon, 31 Jan 2011 23:23:45 +0000 http://www.ameliasperspective.com/?p=145#comment-4632 Nice post Amelia. Organizations often have a narrow view as to what constitutes development and cross-functional assignments - or significant cross boundary projects - are often the most effective way of really learning and getting prepared for what's next. Nice post Amelia. Organizations often have a narrow view as to what constitutes development and cross-functional assignments – or significant cross boundary projects – are often the most effective way of really learning and getting prepared for what’s next.

]]> Comment on Succession Planning Below the C-Suite by Lynn Davis http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4562 Lynn Davis Fri, 28 Jan 2011 17:42:13 +0000 http://www.ameliasperspective.com/?p=145#comment-4562 Great post Amelia, It is often the excellent managers who are mentoring their teams to success and ultimately succession who should be considered a great value to the organization yet are put in a position to 'move out' when they have accomplished their charge of mentoring and succession planning. Paul's post is excellent as well....Daniel Pink's book 'Drive' focuses on what motivates and it isn't money. Great post Amelia, It is often the excellent managers who are mentoring their teams to success and ultimately succession who should be considered a great value to the organization yet are put in a position to ‘move out’ when they have accomplished their charge of mentoring and succession planning. Paul’s post is excellent as well….Daniel Pink’s book ‘Drive’ focuses on what motivates and it isn’t money.

]]> Comment on Succession Planning Below the C-Suite by Paul Witkay http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4547 Paul Witkay Fri, 28 Jan 2011 04:38:58 +0000 http://www.ameliasperspective.com/?p=145#comment-4547 Amelia makes some great observations. As important as it is to periodically assess all the risks that could confront an organization, too many organizations see succession planning as simply "putting a name in each box." I believe the best firms attract and retain top talent by offering them stimulating and challenging work and creating a culture that fosters and rewards teamwork. These organizations celebrate personal growth and development and, although they may lose some great people to better opportunities, they are able to continually recruit new talent because their people know they will have the ability to develop. These organizations are better able to prepare succession plans that will protect the company's interests. Amelia makes some great observations. As important as it is to periodically assess all the risks that could confront an organization, too many organizations see succession planning as simply “putting a name in each box.” I believe the best firms attract and retain top talent by offering them stimulating and challenging work and creating a culture that fosters and rewards teamwork. These organizations celebrate personal growth and development and, although they may lose some great people to better opportunities, they are able to continually recruit new talent because their people know they will have the ability to develop. These organizations are better able to prepare succession plans that will protect the company’s interests.

]]> Comment on Succession Planning Below the C-Suite by Amelia http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4545 Amelia Fri, 28 Jan 2011 04:14:48 +0000 http://www.ameliasperspective.com/?p=145#comment-4545 Very good add, John - also true in smaller and/or family owned businesses. Very good add, John – also true in smaller and/or family owned businesses.

]]> Comment on Succession Planning Below the C-Suite by Amelia http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4544 Amelia Fri, 28 Jan 2011 04:11:59 +0000 http://www.ameliasperspective.com/?p=145#comment-4544 Particularly agree with the need to provide cross-functional experience. In this world of specialization, I think we often miss the value of learning other perspectives. Particularly agree with the need to provide cross-functional experience. In this world of specialization, I think we often miss the value of learning other perspectives.

]]> Comment on Succession Planning Below the C-Suite by Amelia http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4543 Amelia Fri, 28 Jan 2011 04:07:14 +0000 http://www.ameliasperspective.com/?p=145#comment-4543 A great point about making replacement a part of a company's culture, and I agree - it has to start at the top. Thanks for posting! A great point about making replacement a part of a company’s culture, and I agree – it has to start at the top. Thanks for posting!

]]> Comment on Succession Planning Below the C-Suite by John Racanelli http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4540 John Racanelli Fri, 28 Jan 2011 01:03:38 +0000 http://www.ameliasperspective.com/?p=145#comment-4540 Spot on, Amelia. In the non-profit sector, where I often dwell, the problem can be compounded by the twin facts of lack of succession planning and a dearth of turnover at the top. Thus, high-quality people at the next levels often have to follow the "move out to move up" principle to advance their careers and find new challenges. This results in a double-loss: once when that future leader moves on, and again when the C-level leader retires--with nobody groomed for succession. As someone said, "We all have to go eventually." I agree with Paul: make succession a part of the culture if you want to do truly great things that outlast you. Spot on, Amelia. In the non-profit sector, where I often dwell, the problem can be compounded by the twin facts of lack of succession planning and a dearth of turnover at the top. Thus, high-quality people at the next levels often have to follow the “move out to move up” principle to advance their careers and find new challenges. This results in a double-loss: once when that future leader moves on, and again when the C-level leader retires–with nobody groomed for succession.

As someone said, “We all have to go eventually.” I agree with Paul: make succession a part of the culture if you want to do truly great things that outlast you.

]]> Comment on Succession Planning Below the C-Suite by Michael Henry http://www.ameliasperspective.com/2011/01/succession-planning-below-the-c-suite/comment-page-1/#comment-4534 Michael Henry Thu, 27 Jan 2011 16:28:33 +0000 http://www.ameliasperspective.com/?p=145#comment-4534 Excellent points Amelia. In addition to mitigating the impact of an unplanned departure, taking the time to recognize employee potential and focusing efforts on development and cross-functional experience provides added benefits in improved alignment and engagement. The whole organization becomes stronger! Excellent points Amelia. In addition to mitigating the impact of an unplanned departure, taking the time to recognize employee potential and focusing efforts on development and cross-functional experience provides added benefits in improved alignment and engagement. The whole organization becomes stronger!

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