Executives leave for many reasons; they retire, may become ill, get headhunted, their spouse may relocate. A vital factor also to consider is the dynamic, changing nature of the population.
In the US alone, projected demographic changes are having a dramatic effect on corporate structure. From 2000 to 2010, the number of people aged 55 – 68 in the U.S. has increased by 54%, while the number of people 25 – 34 has decreased by 8.8%. With fewer people entering the workforce, companies could be set to lose up to 50% of their executives in the years to come. But succession planning is not reserved for the C level and executive board. For a company to develop a strong corporate culture, to identify and grow high potential talent from the ground up, and to maintain a strong pipeline of expertise, it must invest time and resources in training and development from entry level upwards, as well as sourcing new talent to bolster existing teams.
COI partners with clients to develop succession strategies, recruiting high potentials and finding management and C level executives for key positions. Whether it’s an MBA Job Fair, or engaging passive candidates for highly confidential, sensitive searches, COI has the experience and track record to partner with businesses of all sizes as they build their future teams.
Succession planning should be seen as a process that helps build leadership while reexamining corporate goals. By involving the entire company in forming and shaping the future style, skill-set and behaviors you want to promote, the process is a business improvement initiative that helps a company grow and thrive and confidently embrace the future.