【正文】 mitment that every year at least three women and minorities would be among the twenty to forty people appointed vicepresident. The program Motorola’s OMDR guarantees that women and minorities, as well as white men are not only identified as high potential managers but also that they move along through the anisation. The process of identification of high potentials requires each division to submit lists of candidates in four categories: white men, women, minorities and technical staff. Career development plans are prepared for each high potential and their progress through the pany is then tracked. If they leave or fall off the list in the future, the individuals manager must explain why this happened. To counter the perception that most women and minorities are still in the feeder pool, a replacement chart that identifies key positions and three people who could fill each one was developed. Line one is the immediate successor. Line two is the person who should success the incumbent if the pany had three to five years to prepare. Line three is the most qualified woman or minority candidate at that time, in addition to any women or minority person already on line one or two. Women and minorities must be included even if it means hiring externally. Other key elements of the Motorola program include: Career Planning: Individuals receive guidance to set career goals and develop strategies through which to achieve them. Guidance is given by: Managers helping employees they are responsible for who are involved in succession planning, to plot a career course. Informal mentoring: Senior management are encouraged to seek out opportunities to mentor women and minorities. The pany39。s leadership conference. Business Rationale: Motorola promoted the link between the succession planning initiative and the pany39。s vice president stated, it is important to get the feeder people on the radar. Once they are on the radar more questions are asked about their development and it is harder for them to be lost within the anisation. Organisations cannot wait for women to appear in management. Implement careful and strategic planning for targeted individuals career development. Being identified is not enough. Consider potential benefits of encouraging informal mentoring. Ensure there is strong leadership and mitment from senior management. Initial and ongoing personal involvement of the Chief Executive is crucial to success. Integrate succession planning into business and diversity objectives. A clear link between business goals and the desired results of the succession planning will assist in gaining mitment from the anisation and staff. To be successful it must be portrayed as a core issue. Make managers accountable for the success of the initiative. As it is a business initiative, business people should be responsible and accountable for its delivery. Adapted from Motorola Inc Dr. Elijah Ezendu is a multidisciplinary professional whose business experience mounts through diverse fields. He is a Certified Management Consultant, licensed by International Council of Management Consulting Institutes which has a Special Consultative Status in United Nations Economic and Social Council. As a result of his strides in management consulting, he received Merit Award for Excellence in Consulting. He is concurrently Senior Partner, Shevach Consulting。 Lead Assessor and Member of Governing Council, Institute of Management Consultants。 Member of Marketing Committee, International Council of Management Consulting Institutes。 and Programme Coordinator (Nigeria), Regent Business School, South Africa. He holds a doctoral degree in Management from St. Clements University, British West Indies. He is a Chartered Manager certified by Canadian Institute of Management, Canada and holds numerous professional qualifications including Master Project Manager。 Fellow, Institute of Management Consultants。 Fellow, Institute of Business Development。 Fellow, Institute of Internal Auditors。 Member, Institute of Analytics Professionals。 Associate, Chartered Institute of Arbitrators (Nigeria). He is a Certified Business Development Analyst and Competitive Intelligence Professional. Additionally, he is an information technology management professional certified by Institute for the Management of Information Systems, UK along with Microsoft Corporation, USA and stands as a Member of International Association of Software Architects. He is an outstanding motivational speaker with a knack for recalibration of positive influence。 PartTime Lecturer amp。 Director of MBA Programme (Nigerian Outreach), Management Institute of Canada。 Second Vice President and Member of Governing Council, Certified Institute of Cost Management。 Director, Refined Shipp