People First HR Services

Succession planning key priority

Colleen Coates

The baseball term bench strength has become a metaphor for smart succession planning.

To a ball team, bench strength means the skill level and number of quality players available to substitute during any given inning. In business, it’s about the depth, the versatility and the competence of high-potential leaders who are ready to be called up to fill senior-level vacancies in the organization.

For a company to build its bench strength, it needs to incorporate a succession planning process into its talent management efforts. But according to one new report, two-fifths of employers have never used succession planning. Less than one in four organizations (23 per cent) have a formal process for succession planning in place; fewer than one in three (31 per cent) opt for a more informal system.

Chamber staff realize they have effect on outcome

John McFerran

In the early ’90s, Dave Angus called the Winnipeg Chamber of Commerce for help. As the owner of a small family business eager to expand, he’d run up against a snarl of rezoning red tape and couldn’t understand the opposition to the plan.

“After trying to get support elsewhere, I called the chamber out of frustration and immediately discovered they had an understanding of what we were trying to do,” Angus says. “I was relieved to find a support group, which also turned out to be a peer-to-peer learning ground for me plus a means of growing my business network.”