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Retaining Key Talent Through Succession Planning - Page 2

May 15, 2009
By

Dave Willmer






You’ll also want to give someone in line for a top management position additional opportunities to spearhead high-profile projects as a means of gaining visibility and honing leadership skills. And consider classes or seminars that would benefit the individual’s development. For instance, a future CTO might need to attend a seminar to better understand the intricacies of a new technology.

Pairing a high-potential employee with a person already in a senior role through a mentorship will ensure the protégé receives first-hand advice and guidance from someone who has walked the same path in the past.

As training progresses, make sure protégés are given plenty of feedback. They should have measurable goals, such as leading a key IT project or completing a course in public speaking by a particular deadline. You may want to consider offering small financial rewards, if appropriate, or other incentives to keep their motivation high.


Succession planning shows all employees that if they work hard, they have a chance of being promoted, which can have widespread benefits in retaining staff. Meanwhile, you’re ensuring you have the next generation of leadership ready when needed in your group. That’s a win-win strategy for any company.

Dave Willmer is executive director of Robert Half Technology, a leading provider of IT professionals for initiatives ranging from e-business development and multiplatform systems integration to network security and technical support. The company has more than 100 locations worldwide and offers online job search services on its web site.

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