The hallmark of a great leader is one who sets his or her successors up for success, rather than failure.

However, in many companies this is not the case. Jim Collins, author of Good to Great (1991), found that in over three quarters of the comparison companies in his study, executives had set their successors up for failure or chose weak successors or both. Collins indicated that because of ego or what he calls the “Big Dog Syndrome”, these executives did not leave behind companies that would be great without them.

Don’t let your company fall victim to the memory drain when top performers leave or retire. To ensure your company’s long term success, it is important, as a part of your company’s workforce performance management system, to think about career tracks for your employees that will match them with duties and responsibilities that maximize performance, employee morale, and company success.

Download our brochure “Building your People Strategy: Creating a Succession Plan that Works” for more information about planning and preparing for your organization’s continued success.

The Executive’s Guide to
Strategic Workforce Planning
Strategic workforce planning is a process that ensures your business has the right people in the right jobs at the right time to achieve your expected results. This report explores six steps of strategic workforce planning and offers some advice for achieving results.
Download the full report »