Archive for successionplanning SmartBlogs

In 2011, the oldest baby boomers reached the traditional retirement age of 65, and through 2029, about 8,000 boomers will reach that milestone every day. This aging of America will result in a significant shift in mature industries such as financial services because the average financial planner is currently 57.

As they reach their “golden years,” many of these professionals, who have worked hard to build successful practices, will choose to leave them — ideally in the capable hands of colleagues who’ve been trained to step into their shoes.[…] Continue Reading »

There are three broad conclusions about Steve Ballmer’s tenure as Microsoft CEO, which will come to an end within 12 months.

The most negative is illustrated by his being laughably wrong about the iPhone and is bolstered by instant or slow-burning failures in phones (the Kin) and tablets (Surface). A pragmatist would counter by noting that the company under Ballmer more than tripled sales, doubled profits and found minor successes (such as the XBox) while preserving enterprise and services profits.[…] Continue Reading »

A.G. Lafley will be taking the helm once again as CEO of consumer-products giant Procter & Gamble.

He retired from the company four years ago and is replacing Bob McDonald, the person he identified as his successor. As a P&G alumnus, I got a note sent by Lafley to the employees of P&G. Here is his note; it reminded me of all the reasons I am grateful for having worked at that company.[…] Continue Reading »

If you’re in a senior leadership role in a large organization, there’s a good chance there is a succession plan for your position in case you get promoted, win the lottery, get hit by a bus, leave for another company or need to be replaced for poor performance.

In smart companies, an orderly replacement of high-level, critical positions is considered to be strategically important to the continued success of the company.[…] Continue Reading »

Companies and organizations will eventually have to hire a new leader. Whether due to retirement, the resignation of a president or the need for a new direction, change is inevitable. The transition between past and future leaders can be tense and uncertain. However, by focusing on your organization’s priorities, communicating effectively, and stepping up as a leader, you can strengthen your team in the face of transformation.[…] Continue Reading »