RESOURCES FOR SUCCESS

Information of interest related to succession planning, career development, and personal growth

Books

Title: Executive Coaching: Practices and Perspectives

Authors: Catherine Fitzgerald and Jennifer Garvey Berger

Item Order Number: P1096

Format/Length: Hardcover, 368 pages

Description: Coaching has for too long been relegated to the bottom of most consultants' bags of fixes. More properly called "executive development," this field is becoming one of the hotter areas in the training world because of today's need to retain and develop superior talent. This excellent book of essays and articles by the top people in the industry is the first to integrate the theory and practice of this emerging field.

Title: Career Planning and Succession Management: Developing Your Organization's Talent-for Today and Tomorrow

Authors: William J. Rothwell, Robert D. Jackson, Shaun C. Knight, and John E. Lindholm

Publisher: Praeger Publishers

ISBN Number: 0275983595

Format/Length: Hardcover, 304 pages

Description: Many organizations are scrambling to prepare for an expected wave of retirements. Almost twice as many job openings are occurring from people retiring than from economic expansion -a direct function of a steadily aging work force. The implications for businesses, government agencies, nonprofits, and educational institutions are enormous, as organizational leaders maneuver to fill the talent pipeline. Organizations are stepping up their investments in career planning and succession management. Drawing from a survey of 1,000 human resource practitioners and a wide variety of case examples, the authors demonstrate how to create that crucial link between succession and career development programs developing an organization's talent from the bottom up and the top down simultaneously.

Title: Practical Succession Management: How to Future-Proof Your Organization

Author: Andrew Munro

Publisher: Gower Publishing Company

ISBN Number: 0566085704

Format/Length: Hardcover, 252 pages

Description: This book is divided into nine chapters that take the reader through the perils of getting it wrong. It argues against the "normal" method of succession planning, in which only senior levels are considered. It contains many figures and charts showing how to increase organizational commitment, the "pools and flows" of succession, and the three battlegrounds of succession - talent management, appointments, and business risk assessment.

Articles and Conference Presentations

Title: "Career Corner: Fired? Tired? Mired?"

Author: Russ Westcott

Source: Quality Progress, October 2003

Location: QICID: 18451

Description: Your professional development is your responsibility. You have to seek the right environment and then proactively make professional development happen. The Mutual Investment in Individual Development model has been successfully used for more than 30 years in a variety of industries and sizes of organizations in educating management on ways to support the development of professionals. It is of equal value in pointing out opportunities individuals should seek.

Title: "Succession Planning: Often Requested, Rarely Delivered"

Author: Paul Cantor

Source: Ivey Business Journal, January/February 2005

Location: http://www.iveybusinessjournal.com/ article.asp?intArticle_ID=531

Description: Quick or even ad hoc decision making may be appropriate in certain situations, but choosing the next CEO is not one of them. Surprisingly, many organizations lack a proper succession plan. One reason is that they do not have an effective succession planning process. This author draws a detailed and comprehensive road map that every organization should use.

Title: "Human Capital: Succession Planning and Management is Critical Driver of Organizational Transformation"

Source: United States General Accounting Office (GAO)

Location: http://www.astd.org/NR/rdonlyres/ 8920CE23-5EA9-4C60-91A3-169CCB3C62DF/ 0/pp_GAO_HC_Report.pdf

Description: Leading public organizations here and abroad recognize that a more strategic approach to human capital management is essential for change initiatives that are intended to transform their cultures. To that end, organizations are looking for ways to identify and develop the leaders, managers, and work force necessary to face the array of challenges that will confront government in the 21st century.

Copyright Association for Quality and Participation Fall 2005
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