How Many High Potentials Do We Have?

by Garrick ThrockmortonOct 3, 2022High Potential, Succession Planning

Authored by: Roger Pearman and Robert Eichinger How many High Potentials do you need? Most of the time, the answer is more. In our collective 90 years in the practice of Talent Management and Succession Planning, we have never experienced a surplus of talent on the bench who were ready to assume top management roles.

Filling the 5 Talent Benches

by Garrick ThrockmortonSep 20, 2022Succession Planning, Talent Management

The Talent Bench. Do we have enough to fill openings? How good are they? Are they equal to or better than those they will replace? Explore these questions…

The Career Success University

by Garrick ThrockmortonMar 30, 2022Leadership Development, Succession Planning, Talent Management

How can organization’s accelerate and scale their desire to develop future leaders? Consider these elements in your corporate university strategy!

Playing Fantasy C-Suite: Putting Together Your Dream Team

by Garrick ThrockmortonFeb 16, 2022High Performing Teams, Succession Planning, Talent Management

Succession planning is playing Fantasy C-Suite. The players work to assemble the best collective team possible to win the economic game.

The 7 Optimizing Points for Future Leader Development

by Garrick ThrockmortonOct 19, 2021High Potential, Succession Planning

A frequent question from talent management professionals and senior leaders goes like this: Can we shorten the time it takes to fund an open C-Suite or key functional and geographical leadership role with a well-prepared high potential candidate? And can we decrease the time it takes while assuring future success?

Equal Opportunity, High Potential Employees and Golf

by Garrick ThrockmortonJun 1, 2021High Potential, Succession Planning

Equal Opportunity. Everybody endorses it by now. Certainly, most managers, leaders and executives of sizable enterprises endorse it. We are all striving toward Diversity, Equity & Inclusion (DE&I). It’s a winning strategy. It benefits everyone. Here is one disruptive twist in the DE&I conversation: If you believe in Equal Opportunity, you have to apply differential treatment! That’s right, you HAVE TO treat people differently.