Managing Partner of Spectacular at Work adds to Mursion’s talented board of advisors focused on innovation and thought leadership.
If recent history has reinforced any message about our work, it’s that leadership matters.
For our own company, as well as our clients, Pride month gives us an opportunity to reflect on our leadership and whether we are doing enough to support our LGBTQ employees, colleagues, and clients.
A common theme has emerged in our work over the past few years, and it is not a positive trend: Younger employees who are smart, motivated, and have the potential and desire to do great work, are not looking up the corporate ladder with longing anymore. They want nothing to do with the work lives their bosses are living.
A lot has to come together for your true authentic self to be the effective, right choice for your organization and team. Recently, I’ve found myself in a few separate situations with clients, senior leaders from large organizations, where I’ve recommended that they do NOT bring their authentic selves to work.
So many of my clients struggle to initiate, keep up with, or proactively plan for executive succession, and through my work, I have crystalized a perspective on the 5 biggest things that get in the way of impactful succession planning. This is a serious issue because the cost of avoiding your succession plan or getting it wrong can be potentially catastrophic to a business.
A lot has to come together for your true authentic self to be the effective, right choice for your organization and team. Recently, I’ve found myself in a few separate situations with clients, senior leaders from large organizations, where I’ve recommended that they do NOT bring their authentic selves to work.
We recently wrote a call to action for leaders: despite the challenges we are all facing at work, this is not the time to put employee development plans on hold. It is easy to think that with COVID-19, there is just too much going on to expect our employees to think about their development.
With the world in the state it is, this is an easy time for businesses to put off the things that aren’t mission-critical, and while we’re all adjusting to a new way of working, development has taken a back seat. Some may say that was inevitable, but we call B.S. on that. Making sure that your workforce—and especially your highest potential employees—continue to learn, grow, and get better at their jobs remains centrally important.
CEO succession planning is not easy. Knowing what your company will face in the future, trying to prepare executives to run your company, and then selecting the best possible candidate from a group of internal contenders (and comparing them with highly qualified outsiders) is a truly complex challenge.
