Frequently Asked Questions

There is quite a bit of talk about Workforce and Succession Planning, but what are they exactly?

True Workforce Planning is a long term process that begins with analyzing a workforce to determine key positions, an internal and external supply analysis, a review of the strategic goals of the organization and the changes that could impact the organization. The next step is determining the actions necessary to assist the organization in reaching its goals, and finally developing solutions.  The last step is developing an implementation plan and success measures to ensure goals met.

Succession Planning is a subset of workforce planning.  Its goal is the same, but its focus is specifically on having the right leadership in place at every level of the organization.

What do you view as the biggest challenge for organizations when developing a Workforce/Succession Plan?

The biggest challenge faced by many organizations is that they want to jump directly to solutions.  They implement a solution that they think will solve their problem, but they have not yet identified the problem.

What are some of the factors that could lead to a Workforce/ Succession Plan failing?

• Based on our experience, if you do not have senior leadership support, the plan is doomed to fail. 
• Competing priorities in the organization.
• Lack of personnel with the right expertise. 
• Workforce/Succession Planning can be overwhelming and therefore, it is simply put aside

Why is your program different from many other programs?

This is a long term problem that requires a long term solution.  Our philosophy is that it is better to develop a core group of employees who have the required Workforce/Succession Planning knowledge to manage the program on a ongoing basis as opposed to a program that is likely to end shortly after the end of the consultant’s contract.

We have always had different generations in the workplace, why pay attention to that now?

We have always had different generations working together and if that was the only difference, you could get away without paying attention to the four generations working for you now.  A number of factors are coming together to dramatically change the workforce.  Organizations need to look for every competitive advantage to thrive during this significant change.  Some of the changes we will experience are: 1) a globally aging population, 2) increased technology that changes our products and services and how we deliver them, 3) people want to work longer but not necessarily stay in their current careers, and 4) there will be jobs that go unfilled because of the significant shortage of employees we will face for the next 7-12 years.  Another reason to be aware of the generations is never before in American history has there been four generations working together.  This fact, along with the other factors, adds to the complexity of recruiting, retaining and motivating your employees.

People are people, what is so different about the generations?

There is an old saying “People resemble their times more than they resemble their parents”. Experiences that occurred during the formative childhood and teenage years define the differences between the generations
In the last 40 years we have experienced significant social change that has influenced both Generation X and Generation Y.  Since these are your current and future employees it is important to understand how to attract them to your organization and keep them once they have been hired.  It is also important to understand the Baby Boomer and Traditionalists and how they interact with the younger population since these generations will be in your workplace for several years to come.