Gerald Gibson Human Capital Advisor
Gerry has held senior level roles with board involvement and global accountability for leading, coaching and developing Talent, Change Management and Organizational...
When asked where they believe CEO’s should be spending the majority of their time, Boards of Directors of Fortune 500 companies more likely than not will site “growing talent.” In fact, many have indicated well over 50% of a CE0’s time should be devoted to this space.
With this as a backdrop, the processes that drive and enable Succession Planning and Talent Development are not only a smart thing to do but are also a “strategic imperative” for growth, competitive advantage and future success.
In the latest blog series, we will focus on sharing tips, best and emerging practices that will support building and sustaining a robust talent pipeline. The following “Episode 1” will focus on some proven Do’s and Don’ts for effective Succession Planning.
If you would like to learn more about how Endeavor Management may be able to help, please feel free to reach out to Gerry Gibson at firstname.lastname@example.org