Linkage Inc.'s Best Practices in Succession Planning (Essential Knowledge Resource) Review

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Linkage Inc.'s Best Practices in Succession Planning (Essential Knowledge Resource) ReviewOften, the main difference in a company's long-term success is how effective they are in succession planning. As a person that has worked with several companies over several decades, I can attest that most of us do a poor job in this all-important arena.
This excellent book removes any excuses we may have. Combining case studies and practical advice it provides a well-spring of well-written guidelines and procedures that we can implement. In addition, I found the plethora of charts, graphs and exhibits to be extremely useful in communicating and selling this concept to management.
The book is organized in a very useful way. Dividing the subject into 4 parts makes it much more palatable for even the worst of us ADD types. These sections are:
1.Introduction
2.Best Practices
3.Toolkit
4.Resource Guide
I purchased this book in 2007 and have referred to it many times in the past two years. I am really glad I have it. It has saved me countless hours of research and planning.
I hope you find this review helpful.
Michael L. Gooch, SPHR
Linkage Inc.'s Best Practices in Succession Planning (Essential Knowledge Resource) OverviewPlan For Your Organization's SuccessLinkage's Best Practices for Succession Planning provides the ultimate guide for planning, developing, implementing, and sustaining succession planning in any organization. This must-have book provides step-by-step instructions, practical advice, templates, and tools from some of the world's best companies and Linkage, a global organization development company that specializes in leadership development.Linkage Inc.'s Best Practices for Succession Planning is the comprehensive resource that includes information needed to* Ensure that succession management is owned by business leaders rather than just HR * Assess potential for future roles, not just track record of performance* Manage succession data on individuals and talent pools * Balance talent development and acquisition in achieving future objectives * Develop the processes, tools, and organizational capabilities necessary to effectively implement and sustain the system * Integrate succession planning systems with other businesses and HR systems in the organization to achieve efficiency, consistency, and impact

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