donnerwheelerconnect

Spring 2008

Welcome to donnerwheelerconnect. For those of you who don't know us and our programs and services, we hope this newsletter, along with our website, donnerwheeler.com will help you get to know us. And for those of you who have worked with us and know who we are and what we do, this is an update of what's new at donnerwheeler.

 

We know that you get many newsletters so donnerwheelerconnect will be a one time only mailing to you. If you would like to continue receiving donnerwheelerconnect click here and sign up today.

Succession Planning

Demographics, changing definitions of work-life balance and the impending retirement of significant numbers of leaders over the next 5 years will affect all sectors of society. Leadership succession planning programs are becoming a key component of every organization's long term human resources strategy. In the more traditional approach to succession planning senior management will identify, develop and track a pool of "high potential" candidates (leaders) who could move up, replace or succeed existing leaders. In some cases, the candidates don't actually know they have been identified and have never even been asked whether they want to be in the pool. This approach can put succession at risk because it can't "guarantee" future leaders and also overlooks a group of employees with possible leadership interest and potential.

If you want to consider both those you think have potential and also those who might be interested in future leadership opportunities, here are some tips:

  • communicate to all staff and let them know that the search for future leaders is alive and well and that you are interested in learning about their career aspirations and their potential interest in a leadership position
  • track those who are considering formal leadership roles by developing an online inventory of those people that can be accessed across the organization
  • assist these individuals to assess whether they have the competencies not just the desire for a leadership position
  • begin or enhance your leadership development program to include opportunities for potential leaders to try out the role temporarily
  • to support new leaders in transition offer a coaching and mentoring component

If you are in an organization that wants to develop or enhance your succession planning strategy, our career development, coaching and mentoring programs are the perfect solutions for you. If you are an individual who is considering a leadership position, a career conversation with donnerwheeler about possibilities and action might just be what you need. To contact us go to info@donnerwheler.com


Individual Services

We are very excited about our expanded services to individuals. Under Mary Wheeler's leadership donnerwheeler has now expanded our offerings to address the needs of women in career transition. These services include:

Click here to learn more about our Individual Services

Next Issue donnerwheelerconnect

We hope you've found this newsletter of interest. Please let us know. And remember to visit our website donnerwheeler.com for a more comprehensive look at what we do and how we might be of service to you. Our next newsletter will focus on mentorship. If you would like to continue receiving donnerwheelerconnect click here and sign up today.