Simple and direct information - we both selected the same article - great minds!

Broad overview article on topics covered over the past few weeks.  

Strategic organizations take a comprehensive approach to talent management - aligning it with their business strategy

Important decisions often are made with limited information, and politics and poor communication can further disrupt the integration process.

Having a career model that is closely tied to business needs can not only enhance retention, but also facilitate the development of professionals to support critical areas that are in danger of being understaffed.

The easier it is for leaders to engage in talent management, the more likely it is to succeed.

Talented people want to get ahead, and if they don't readily find the chance with in their current situation, they'll quickly seek it elsewhere.

Increasingly, organizations turn to strategies that involve developing business leaders as talent leaders - making them the critical connective tissue between talent strategy and business execution.

Unfortunately, planning for succession is often overlooked or occurs when it is too late - after key people have left the organization and there are no internal candidates to fill the leadership positions.

A little more information on the difference between the two topics

Succession planning and replacement planning are both strategies that are incredibly important to the lifeline of any organization. However, these two processes are often confused, even by senior organizational leaders.

Simple but interesting PowerPoint

Organizations are increasingly reliant on HR departments to build a leadership pipeline of managers capable of leading "creatively" through turbulent times.

A long read but worthwhile. 

Short, simple and hopefully effective. 

Something to ponder. 

Seems easy enough...

Should we or shouldn't we? 

Engaged workers stand apart from their not-engaged and actively disengaged counterparts because of the discretionary effort they consistently bring to their roles. These employees willingly go the extra mile, work with passion, and feel a profound connection to their company. They are the people who will drive innovation and move your business forward.

Don't forget about employee engagement.