Waiting for a female carte blanche in a world straight-jacketed by the ‘man’kind
Which is a better safeguard, a plan or a dice throw?
Transitions for CEOs often lead to multifarious complications, often attributed to faulty succession planning. Not Anymore.
Companies spend hundreds of millions of dollars in leadership development every year. But it won't work unless they get the basics right
With evolving times, one’s input needs to be measured on totally different parallels than before.
Succession Planning has always been the mainstay of the strategic CHRO. With sudden leadership exits, it’s the HR leader who’ll avert a crisis
High performing employees are also the most volatile ones, and harnessing their skills while keeping them motivated needs a great strategy.
Business goals would be hollow, if it were not for Performance measuring standards.
Succession Planning for leadership is the result of years of time and resources invested by an organisation into potential candidates. Some important perspectives:
Employee Turnover is every CHRO's nightmare, and adequate succession planning is their best defence against it. Here's how CHROs worldwide create effective succession strategies.
