From the Inside Flap
Linkage, Inc.'s Best Practices for Succession Planning
Identifying and developing top talent are essential elements for any organization's long term success. However, putting in place an effective succession planning system can be a daunting process for many organizations.
Linkage's Best Practices for Succession Planning offers the case studies, strategies, and proven tools needed to create a solid succession plan that will enable organizations to examine leadership competencies and determine the steps needed to close leadership gaps. The book contains best practices and profiles what leading organizations—Bright Horizons, CIGNA, Honeywell, Lockheed Martin, Merrill Lynch, Purina, and Unilever—are doing to plan for succession and develop talent. Linkage's Best Practices for Succession Planning also includes a new methodology for succession planning, strategies for leadership progression and development, innovative tools, and a comprehensive resource guide.
Linkage's Best Practices for Succession Planning offers practical guidance based on Linkage's vast resources and helps organizations to
Written for chief human resource executives, heads of leadership development programs, human resource professionals, and consultants, Linkage's Best Practices for Succession Planning provides a flexible toolkit that can be adapted to the needs of any organization, whether their needs are small or large.
From the Back Cover
Plan For Your Organization's Success
Linkage's Best Practices for Succession Planning provides the ultimate guide for planning, developing, implementing, and sustaining succession planning in any organization. This must-have book provides step-by-step instructions, practical advice, templates, and tools from some of the world's best companies and Linkage, a global organization development company that specializes in leadership development.
Linkage Inc.'s Best Practices for Succession Planning is the comprehensive resource that includes information needed to
- Ensure that succession management is owned by business leaders rather than just HR
Assess potential for future roles, not just track record of performance
Manage succession data on individuals and talent pools
Balance talent development and acquisition in achieving future objectives
Develop the processes, tools, and organizational capabilities necessary to effectively implement and sustain the system
Integrate succession planning systems with other businesses and HR systems in the organization to achieve efficiency, consistency, and impact