| Succession leadership with the forthcoming | | | | - Determine new ways to do existing processes |
| retirement of the Baby Boomers (representing | | | | better? |
| the largest percentage of the workforce) is | | | | From a time analysis, a one-hour meeting could |
| becoming a critical success factor for businesses | | | | potentially save the organization thousands of |
| from small to large. No longer will companies be | | | | dollars given that replacing employees cost one to |
| able to justify not training and developing their | | | | three times their current salaries. This negative |
| people because of the FEAR that those dollars will | | | | impact to the bottom line can extend even |
| be stolen by their competitors. Soon all | | | | further because of lost relationships with existing |
| organizations will be in the same boat because | | | | external customers. |
| there will be far fewer people to steal. | | | | Stu McMillian of Task Force Tips (TFT) of NW |
| During down economic times, those innovative | | | | Indiana is one CEO who makes such a |
| companies who understood that knowing where | | | | commitment. He takes each new employee to |
| the flow is going instead of just going with the | | | | lunch after six months on the job. This provides |
| flow will continue to thrive. These firms will | | | | an opportunity for McMillian to see with a different |
| weather difficult times because the executive | | | | set of eyes and reaffirms what TFT states on |
| leadership team truly understands human capital. | | | | their website: "At TFT employees are our most |
| For example, one would think that the Chief | | | | valuable asset." |
| Executive Officer (CEO) of any organization with | | | | Of course succession leadership starts outside the |
| more than 20 employees less alone over 150 | | | | organization and begins within the education |
| would not have time to meet one on one with | | | | process. Local companies such as TFT to national |
| new employees over lunch? These executive | | | | companies such as FedEx are looking to the public |
| leaders need to keep their pulse on the | | | | and private high schools to help them. However, |
| businesses 24/7 by having those important | | | | speaking from experience as an elected school |
| business luncheon meetings and they can delegate | | | | board trustee many high schools believe that |
| that relatively unimportant meeting to Human | | | | college is the only path for your people. Vocational |
| Resources or a department head. After all, time is | | | | schools continue to see funding cut even though |
| money. | | | | the majority of future jobs will be technical in |
| Speaking of money, what would happen if CEOs | | | | nature. Visionaries such as 'Gene" Roddenberry |
| or Presidents met with each new employee within | | | | saw what will be needed in future years - |
| a certain time frame? Would these executives be | | | | technicians. |
| able to: | | | | Now is not the time for sales management to |
| - Learn more about their organization's culture? | | | | back off or shut down the development of their |
| - Identify potential skill sets of the new employee | | | | greatest assets. For to take such action will only |
| not currently being utilized? | | | | cost you far more tomorrow and could ultimately |
| - Build internal customer loyalty? | | | | close the doors of your business because you |
| - Realize greater profitability through employee | | | | failed to value what makes your business run - |
| retention? | | | | your people. |