Gordon Smith’s Post

🚨 Leadership Crisis Alert 🚨 A few days ago I was reading a Linkedin post where a director had left and it had taken 18 months to replace them. This had left the team directionless and unmotivated. Hardly surprising really, and to be honest it is something I see a lot. One of the biggest challenges businesses face today is not having a pipeline of leaders ready to step up when key managers or executives leave. When leaders leave unexpectedly, it can cause: 😔Disruption in team performance and morale 😔Loss of institutional knowledge 😔Delays in achieving business goals 😔Increased costs and time spent on external recruitment Without a clear strategy to develop and promote talent from within, businesses are left scrambling to fill crucial leadership gaps, often at the worst possible moments. The solution? Build a leadership pipeline—a proactive approach to identifying and nurturing high-potential individuals who can seamlessly take on new roles as your organisation evolves. Download this whitepaper and start investing in your future leaders now, so your business doesn’t just survive when change comes—it thrives. 💪 https://lnkd.in/eA6dKdVq #LeadershipDevelopment #SuccessionPlanning #TalentPipeline #FutureLeaders #BusinessContinuity #HR

The perpetual concern of employee attrition, exacerbated by the threat of senior talent retiring, presents a significant challenge. As organizations witness the departure of seasoned leaders, there is a real risk of losing institutional knowledge and experience. Retaining emerging leaders in the face of this employee exodus requires a delicate balance between acknowledging their potential and preparing them to fill the void left by departing senior executives. Strategizing ways to create a dynamic leadership ecosystem that seamlessly integrates emerging leaders into key roles while preserving the core values of the organization becomes a priority. This involves not just retaining employees but actively engaging and empowering emerging leaders to take on leadership responsibilities in preparation for the inevitable transition. Crafting a Visionary Approach Crafting a vision that aligns emerging leaders with the organizational trajectory requires foresight and a commitment to continuous adaptation. P.S. I’m hosting a new workshop next week designed specifically for executives and senior leaders to help you unravel the complexities of AI and lead your organization confidently into the future. Register and get all the details here >> https://lnkd.in/deHpThEP #alignment360 #leadershipdevelopment #agility

Thanks Rebecca Houghton great points. I keep telling my clients this on our recruitment training programs. The War for talent is here and don't expect the Gen Z to save you (not enough of them and also not got the experience and skills...yet). Organisations need to realise that Recruitment is a key Leadership skill if you want to win the war for talent AND hire or keep great people. Also the need to sell the organisation and role more at interview. And retention becomes key too.

We asked our Gig Executive community about current trends in market. Their response has prompted a question. Should Boards and CEOs consider on-demand models to enhance strategic change and leadership? By maintaining a core team that understands the business deeply and bringing in on-demand talent as needed, organisations can enjoy several benefits: ▪️ Flexibility: Quickly scale leadership capabilities. ▪️ Expertise: Access specialised skills not available in-house. ▪️ Cost-Effective: Save on long-term commitments. ▪️ Speed: Fast onboarding. ▪️ Fresh Perspectives: Drive innovation. ▪️ Risk Management: Steady leadership during transitions. What are your thoughts on integrating on-demand models for leadership and strategic transformation? We'd love to hear from you. Adam Kyriacou Danielle Walker Joshua Mullens Martin Searle #interimmanagement #interimexecutive #executivesearch #OnDemandLeadership #CEOInsights #BoardLeadership

The Coming Leadership Confidence Crisis: "Executive Trust in Their Teams is Plummeting – Here is How to Rebuild It" "“Trust no one. Suspect everyone.” Great advice if you’re an MI6 agent trying to uncover a spy at the height of the Cold War. Not great advice if you’re a senior executive responsible for leading a team to deliver record results. So, when a report titled “Leadership Confidence Falls to Three-Year Low” was published, I hoped it was clickbait. So I clicked. Things only got worse. While two-thirds of CEOs believe that their teams role model the right culture and behaviors, work together effectively as a team, and effectively embrace change, everyone else disagrees. Only about half the C-suite believes their teams work together well, are role models, and embrace change. The lower in the organization you go, the lower those percentages get. Why confidence is at an all-time low:" Continue reading Robyn M. Bolton's latest guest post for Human-Centered Change & Innovation here: https://lnkd.in/gweea-dW #innovation #transformation #leadership #success

High Turnover? Maybe It’s Not Your Employees—It’s Your Leadership Is your turnover rate higher than expected? You might be looking in the wrong place for the problem. We’ve seen it time and time again: businesses that position themselves as ‘people-first’ are shocked when employees leave in droves. But here’s the thing—if your leadership on-site doesn’t match that brand promise, employees will see through it immediately. Great branding can’t hide poor management. High turnover is almost always a leadership issue. At 1033 Consulting, we help businesses assess their leadership, identify where the disconnect is happening, and create strategies to hold leaders accountable. Because it’s not just about hiring good employees—it’s about keeping them. And that starts with strong, aligned leadership. If your turnover rates have been a mystery, maybe it’s time to dig deeper. Let’s chat. www.1033consulting.com | [email protected] #LeadershipMatters #EmployeeRetention #TurnoverSolutions #PeopleFirst #1033Consulting

Leadership transitions can catch firms off guard, causing disruptions. Discover the roadmap to strategic continuity and long-term success with Introhive FREE guide. What You’ll Learn: - Client-Centric Approach: Understand and prioritize your clients’ preference for strong, ongoing relationships. - Building a Talent Pipeline: Identify and nurture future leaders and rainmakers. - Ensuring Continuity: Maintain smooth leadership transitions in the face of retirement and lateral movements. - Risk Mitigation: Protect your firm from talent shortages and client disruptions. - Continuous Improvement: Refine and iterate your strategy over time to adapt to changing business dynamics. Did you know that only 35% of professional services firms have a formal succession plan in place? Don’t risk your firm’s future. Gain insights and strategies for smooth transitions and long-term success. Download the guide now: https://ow.ly/Wehv50SxPkO #businessrelationships #b2brelationships #relationshipcapital

More Boards and Executive teams should be talking about this—but only a few are progressive enough to notice: Retirement is driving the largest exodus from leadership in our history. In what Forbes coined the ‘Silver Tsunami’, Australia is losing 500 experienced leaders per day to retirement. For a leadership community of relatively modest size, this is astronomical. The 2024 B-Suite Benchmarks report dives into this urgent issue, uncovering the hidden factors driving our best talent out the door and putting business continuity at risk in 2025 and beyond. Hint: There are four major factors. Don't miss these critical insights. Read the full report now.  https://lnkd.in/gbmCTnU4 ___ I'm Rebecca Houghton founder of BoldHRⓇ with Rebecca Houghton and advocate of Middle Managers everywhere. To learn more about B-Suite Leaders with C-Suite Impact, click the link below: https://b-suiteleader.com/ Follow me to learn more about how to harness the untapped potential of middle managers. #boldhr #leadership #bsuite #careers

I am grateful to be included along with the staffing industries top leaders as we share our insights during the Leadership Challenges & Solutions track. Running a successful business requires the ability to make the right decision at the right time. In order to do that, you need to understand what metrics to track, how to interpret the data and KPIs, and what decisions you should make based on what the the data are telling you. If you are into data and metrics and want to hear three of the most necessary decisions that staffing leaders must make on a regular basis, then I encourage you to attend my session; Metrics That Matter.

Good leaders take responsibility for their firms’ success. Great leaders take action. Explore the latest industry headwinds and the newest solutions for leaders to thrive through turbulent times with the Leadership Challenges & Solutions track at Staffing Industry Analysts' Executive Forum North America. Track sessions are: 📌 Navigating the M&A Landscape: Best Practices for Maximizing Value 📌 Extreme Recruiting: Strategies, Tips and Tactics When Talent is in the Driver’s Seat 📌 Compliance Essentials in a Volatile Regulatory Environment: What You Need to Know 📌 Together We Rise: Women in Staffing Leadership 📌 Bringing Total Talent to Life 📌 Metrics That Matter: Key Performance Indicators for Staffing Success Step into your power as a staffing leader when you register now for Executive Forum North America at siexecutiveforum.com! #StaffingIndustryAnalysts #staffing #workforcesolutions #leadership #executiveleadership #research #leadershipevent