If we’re going to build profitable succession plans, creating advancement opportunities that are a bit outside the traditional approach of promoting (read: pushing) our best team members into supervisory or management roles primarily based on their technical expertise and work ethic will...

As the foundation was being laid for what I believe is still the greatest nation on Earth, Thomas Jefferson penned these words:

We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are...

If we’re going to have any real shot of avoiding the cost of a poor promotion, recognizing the right candidate to promote isn’t just a nice idea, it’s something we have to do effectively time after time. Not only will that help capture so much of the profitability that’s...

An article from Forbes.com called Promoting Wrong People Hurts Employee Retention and Productivity opens by stating “Managers are key to employee retention and productivity. But many companies don’t promote into management the people who would do the best job as managers.” ...

If we want to have any hope of capturing the profit that’s so often killed in the recruiting process and build a strong recruiting pipeline, we’ll definitely need intentional involvement from leadership at all levels of our organizations in order to cast of clear vision of where great...

At the risk of beating a dead horse, I’m gonna stress this one more time… There’s no such thing as a one-size-fits-all approach to promoting within an organization. And therefore, offering our team members with career development opportunities (that are indeed appealing to them...

Some of the benefits of promoting from within are how we show the individual being promoted that we value their contribution, that we’re willing to invest in their career development, and that we see them as part of our business succession plan. But don’t think for a minute that...

If we really want to be sure we’re providing our team members with career advancement opportunities, in an actual pursuit of happiness, rather than making them feel like no good deed goes unpunished by promoting them into a role that they have no interest in, we’d better be intention...

Near the end of a recent lesson in our Leading At The Next Level program, I shared something I had found in a Bloomberg.com article that ties right in with what the point we closed with last time; career advancement is not a one-size-fits-all proposition!

Certain jobs attract people with...

There’s one important thing we’ll have to do if we want to have any hope of creating a succession plan where the right people are in the right seats on our bus… We’ve got to know our team; I mean really know them! We need to understand how we can communicate with them...

Did you read the subject line and sing the next phrase in your head? I kinda still am… But unlike the wheels on the bus that go round and round, the seats on our organization’s bus absolutely should not! And if we want to get really serious about the business succession planning we...

Career development is critical for each and every one of us! And like I shared last time, a poor leader will never build a great team. Great people may be part of that organization, at least for a while, but poor leadership will never change a group with great people into a great team. As...