Failing to Plan can be Planning to Fail - Planning for Succession makes difference in seamless transition from one management team to the next



    TORONTO, April 20 /CNW/ - One of the toughest challenges an organization
will face is CEO transition. Even under 'natural' conditions - the planned and
voluntary retirement of the CEO - it is essential that the selection process
turns-up the CEO-to-be best suited to lead the organization to future growth.
An effective succession planning process not only prevents a potential
leadership crisis by identifying this future dynamo, it can also contribute to
the development of high-potential performers and retention of the
organization's brightest talent.
    "Long before there is a vacancy at the top, an effective succession
planning process matches an organization's talent to its future needs," says
John Szold, CEO, Planning for Succession, a new succession management firm
servicing clients in the United States and Canada. "In fact, Planning for
Succession can make the difference in the seamless transition from one
management team to the next."
    Planning for Succession, works with boards of directors, management
teams, private companies and family businesses to develop and implement
effective succession planning processes. The firm applies a systematic
approach to all succession decisions and balances subjective management
evaluation with objective performance criteria and third party assessment.
    According to Szold, for boards of directors such a selection process is
more than good planning, it's good governance.
    He adds, "Whether it's through the HR or compensation committee of a
board or management team, organizations need to approach succession planning
as a long-term commitment that is carried out continuously. The pay-off is a
process that reaches down to the first line of managers, creating a domino
effect of additional openings and contributing to increased motivation and
performance improvement."
    With many years of experience in the fields of organizational development
and marketing, John Szold has worked with a roster of national and
international companies to design succession planning strategies, identify and
develop high potential leaders, and implement effective performance-management
processes. With a particular focus on the role of the board of directors in
succession planning, John recently completed the formal academic requirements
for certification as a corporate director. He is a member of the Institute of
Corporate Directors (ICD) and the National Association of Corporate Directors
as well as a Director of Canadian MedicAlert Foundation.
    John's most recent article on the subject, 'An Ounce of Development is
Worth a Pound of Headhunting: The Role of the Board in Effective Succession
Planning,' has been published in ICD Director magazine and re-printed in the
Institute of Chartered Secretaries and Administrators, Chartered Secretaries
of Canada and Charter Secretaries of Australia publications.
    John provides keynote presentations and workshops on the topic of:
Succession Planning, The Role of the Board in Succession Planning and other
leadership development topics. He also provides executive and management
workshops aimed at addressing the key issues facing succession planning for
the Not-For-Profit sector.
    For more details about Planning for Succession's services or John Szold's
articles and presentations visit www.planningforsuccesion.com.

    About Planning For Succession

    Planning for Succession works with boards of directors, management teams,
private companies and family businesses to develop and implement effective
succession planning processes. Consulting on CEO succession planning and other
succession management issues, the firm helps clients in the United States and
Canada identify the core competencies CEOs and other senior leaders will need
to lead their organization forward. Planning for Succession applies a
systematic approach to all succession decisions and balances subjective
management evaluation with objective performance criteria and third party
assessment. Services include: CEO succession planning/succession management,
CEO assessment, CEO transition, performance evaluation, talent management and
leadership development.





For further information:

For further information: Jess Bennett or Melanie Rockliff, Palette PR,
(416) 703-9859, ext. 24/14, jbennett@palettepr.com, mrockliff@palettepr.com

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PLANNING FOR SUCCESSION

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