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Succession Planning is made out to be very complex and time consuming. But that's only because it gets larded up with unnecessary initiatives. You can start a robust Succession Planning effort quickly and easily.
When you become an executive, you're now significantly responsible for the near term careers of everyone in your organization. You're not actually given the responsibility, but it's yours nonetheless (unless you want HR to do it). So where do you start getting a handle on this? Easy: Baseball Cards.
This Cast Answers These Questions
- How can I start Succession Planning in my organization?
- Does HR need to be involved in Succession Planning?
- How can I get insight into the talents and potential of my people?