Preparing future leaders requires ongoing training methods
Midlands Business Journal, February 25, 2011
Developing a business succession plan is an ongoing process. When
deciding who will eventually take the leadership role, preparing potentials
is key in making that final decision. Change is the buzzword when it comes
to business succession and will continue as technology furthers capabilities
of businesses of all sizes. “Small and large firms need to engage technology
and get the right person in places for every job,” said Chris Carlson,
regional manager with Aureus Group. “Some of tomorrow’s jobs don’t even
exist now so if a firm plans to grow, more managers will need to be acquired
or developed.” Business leaders should look for potentials that surround
themselves with talented individuals without being threatened, Carlson
added. “The team approach versus dictator hierarchy will attract the best
talent available,” she said. “The real key in succession management is to
create a match between the firm’s future needs and the aspirations of the
individuals,” Carlson said. “Retaining talented people is to provide them
with growth opportunities that keep them stretching and engaged.” Carlson
suggested recruiting and retaining leaders is a strategic challenge that all
businesses should address. The average college graduate is expected to
change jobs seven times over the next 10 years, she said.