【正文】 plan for their top positions.” “Companies with stronger leadership development systems enjoy higher returns on equity and profit than their petitors.” Source: DDI Top 12 reasons to implement succession planning 1. Meet the requirement of the Board of Directors and other stakeholders that a leadership succession planning process is in place. 2. Understand the hidden talents of your leadership team to optimize their utility in daytoday projects and initiatives. This raises productivity for the entire anization. 3. Optimal deployment of leadership talent creates a petitive advantage. 4. Use this knowledge base to flex the existing anization structure to the changing demands of the marketplace. 5. Extend the process quickly to collect data for anization design initiatives to assimilate new leaders post acquisitions and mergers. 6. Robust “people data” is very useful for downsizing situations so the right people remain in order to successfully rebuild. 7. Have strategic staffing needs drive the expenditures for executive education, thereby ensuring a suitable return on investment. Top 12 reasons to implement succession planning Continued 8. Having the strategic staffing needs of the anization drive people development efforts ensures these efforts are truly meaningful in the eyes of leaders involved in the learning, thereby making executive education and development actually contribute to retention. 9. Provide a framework to improve anizational culture by regularly and candidly discussing the strength of the current leadership team and the leadership bench. 10. Determine which specific key leaders are at high risk of leaving and create strategies to retain undesired losses. 11. Predict which key leadership jobs will bee open in the next 12 months. Prepare replacements with a sense of urgency or work for external replacements, thereby saving search fees. In either event, reduce problems associated with abrupt changes in key leaders. 12. Exert appropriate management control and proactively manage the process of having the right leaders in the right place at the right time. Source: Mark Caruso, Succession Planning: What Every CEO Should Know The Impact of Succession Planning ? To accelerate the development and improve the retention of talented people. This argument is particularly relevant to the development and retention of talented women, a group often neglected in anisations。 Influences ? Religious beliefs ? Roles Technological Factors ? Technology maturity ? Intellectual Property ? Energy ? Biotechnology ? Innovation Potential ? Research amp。 small), Smaller individual workspaces, More open individual workspaces, Unassigned workspaces, Greater interior visibility to support awareness, Mobile supports (phones, laptops, PDAs, wireless), Personal video, instant messaging, desktop team software, More use of project rooms, Displayed information and work progress, Small rooms for individual focus, Lockers for personal belongings Increased noise, Increased distractions and interruptions, Potential for over municating, Cultural barriers to behavioral change, Individuals working longer hours to pensate for lack of time to do individual tasks, Expectations that workers are always available Greater use of dispersed work groups— often global Increased use of video conferencing, puterbased team tools, More reliance on conference calls, Greater need for mobile technological supports for meeting rooms, Use of facilities beyond normal working hours Expansion of the workday to acmodate geographically dispersed team meetings, Loss of opportunity to develop trust through face to face interaction, More difficulty managing and coordinating, Very high dependence on technological reliability Continual reanization and restructuring Flexible infrastructure to support rapid reconfiguration, Mobile furnishings Acoustical problems with loss of good enclosure, Potential for reduced ergonomic effectiveness Reduced costs/more efficient space use Shared or unassigned workspaces, Centralized filing system, Reduced workstation size and increased overall densities, Greater overall spatial variety to enable different kinds of work to be acmodated at same time Increased distractions and interruptions, Increased noise, May meet with employee resistance, More difficult for paper intensive work Improved quality of work life and attraction of new workers More equitable access to daylight, views, and other amenities, More equitable spatial allocation and workspace features, Amenities for stress reduction and quiet relaxation Resistance from those who support hierarchical space allocation Drivers, Solutions and Issues for the W