With 20% of the white collar workforce exiting the workplace each year, organizations must plan for the loss of talent. The number of replacement talent in the market place has begun to increase after two decades of decline. This presents a significant shortage of talent in the market place for the foreseeable future. Employees belonging to the next two generations of workers do not feel the loyalty to their employer due to the consolidation of businesses in the 1990s decade where the acquisition frenzy caused the collapse of business after business into larger more impersonal organizations. In the coming decades this will change dramatically with a labor shortage. While immigration will fill some of these needs, the shortage exceeds the needs of the United States labor pool.

Succession planning meets the needs of the "what's in it for me?" question as developmental plans provide a pathway to loyalty. Succession planning also identifies the high potential employees who are capable of having the reins of leadership transferred to them. Baby boom generation leaders have had an abundance of labor available their entire adult life. As they transition their organizations as the current leaders they will find the external availability of people difficult to meet these needs.

• Provides a foundation for training and growth of existing employees
• Identifies what makes individuals successful for your organization
• Establishes a reality check versus perceptions
• Moves from a broad market selection to strategically identifying organizational needs
• Allows companies to focus and realign talent
• Builds loyalty by filling the needs for individual growth
• Identifies high potential employees

The future will arrive whether you plan for it or not. Financial plans, business plans, growth strategies, and capital plans are common events in most organizations. People planning is often absent from organizations or left to some other day. Without solid succession planning for human capital companies will face a labor shortage which could mean a disaster and failure. We can assist you to insure your future people talent needs are met through using our tools and succession planning experience.