text stringlengths 65 512 | source_url stringclasses 10
values | source_title stringclasses 10
values | source_domain stringclasses 10
values | license_type stringclasses 3
values | attribution_required bool 1
class | attribution_text stringclasses 1
value | license_url stringclasses 1
value | relevance_score float64 0.34 0.84 | quality_score float64 0.56 0.87 | topics stringlengths 2 79 | character_count int64 65 512 | subject_name stringclasses 1
value | subject_type stringclasses 1
value | extraction_date stringlengths 26 26 | embedding listlengths 384 384 |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
n your organization spanning several generations. Do you know them? Keep CEO succession as a standing board agenda item because it ensures a multilayered, multigenerational process. Ensure that your talent management and development planning is linked to your long-term business strategy. — Korn Ferry Hay Group Best pra... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.479 | 0.846 | ["leadership", "strategy", "management"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.053638 | [
-0.011752242222428322,
0.05799277126789093,
0.042853400111198425,
-0.08510470390319824,
0.022823764011263847,
0.05122489854693413,
-0.12490181624889374,
0.023803334683179855,
0.023882217705249786,
-0.016558364033699036,
-0.07967861741781235,
0.07531909644603729,
0.002423911588266492,
0.023... | ||
althcare Leadership identified three evidence-based best practices: Board review of organizationwide succession planning: According to noted organizational governance author and lecturer Ram Charan, many boards are unprepared to play either a fiduciary or a catalytic role in succession planning at the senior executive ... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.591 | 0.692 | ["leadership", "strategy", "decision_making", "interview"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.053753 | [
0.01994718424975872,
-0.06328858435153961,
0.025365371257066727,
-0.0338737778365612,
-0.011565041728317738,
0.006033029407262802,
-0.08661288768053055,
-0.0035617726389318705,
0.053016744554042816,
0.025308754295110703,
-0.02326294407248497,
0.043133027851581573,
-0.003083650255575776,
0.... | ||
at they know who key internal candidates are and what qualifications for future service they possess and by looking more broadly at succession planning beyond the CEO. Best-practice boards organize themselves for increased involvement in succession planning, even when no imminent executive transition is forecasted. The... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.654 | 0.832 | ["strategy", "resume", "interview"] | 486 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.053948 | [
-0.0237982589751482,
-0.05007769539952278,
0.03800969943404198,
-0.06290838867425919,
0.017480071634054184,
0.03240344300866127,
-0.041032325476408005,
0.03717060014605522,
0.028649305924773216,
-0.004011704120784998,
-0.04738064855337143,
0.09474867582321167,
-0.017076045274734497,
0.0069... | ||
plans for responding to unanticipated vacancies. They also expect to receive periodic updates on broader succession planning and talent development efforts underway throughout the organization. Profiling of future position requirements: NCHL found that best-practice organizations identify the skills, experience and per... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.503 | 0.83 | ["strategy"] | 507 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054123 | [
-0.046214230358600616,
0.01090285088866949,
0.01841517724096775,
-0.01778668537735939,
-0.024004409089684486,
0.03719305619597435,
-0.091987743973732,
-0.017701834440231323,
-0.023168489336967468,
-0.04125567898154259,
-0.07062497735023499,
-0.007064963225275278,
-0.0037649681326001883,
0.... | ||
tion profiles include both skills and experience. Rigorous candidate assessment: Best-practice boards consider the efforts of executive search firms and the opinions of their CEOs and look further to learn more about the experience, accomplishments and personal attributes of internal candidates. In its paper, the NCHL ... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.491 | 0.83 | ["interview", "leadership", "strategy", "management"] | 465 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054255 | [
-0.041810542345047,
-0.03565993905067444,
-0.005121671129018068,
-0.04057321324944496,
-0.024321503937244415,
0.03751005232334137,
-0.07993718981742859,
0.03105946257710457,
0.043734900653362274,
-0.020875755697488785,
-0.04454588145017624,
0.03827521950006485,
0.0074806357733905315,
0.055... | ||
utilized by leading organizations across the U.S. These include: A link to organizational strategy and business priorities , where elements of the succession planning process are re-evaluated and updated to align with major shifts in strategies or priorities. Multilayer succession planning and talent development , ensu... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.675 | 0.846 | ["leadership", "strategy"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054345 | [
-0.027587877586483955,
0.014580190181732178,
0.044118866324424744,
-0.04417366161942482,
-0.02128344215452671,
0.02213904820382595,
-0.18417902290821075,
-0.02169722691178322,
0.023338304832577705,
0.007040501572191715,
-0.03112054243683815,
0.09829239547252655,
0.022927431389689445,
0.002... | ||
anizational levels who are consciously developed to maximize their career and leadership potential. Streamlined succession planning reviews and follow-up processes , focused on accelerating the growth of future leaders, dealing with retention issues and addressing succession-planning gaps. Rigorous, repeated assessment... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.674 | 0.838 | ["leadership", "strategy", "communication", "career", "interview"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054432 | [
-0.055427439510822296,
0.013142040930688381,
0.0549796037375927,
0.006411143112927675,
-0.03876583278179169,
0.03912870213389397,
-0.10728028416633606,
-0.010804644785821438,
0.030717099085450172,
0.0021947622299194336,
-0.031194396317005157,
0.031103989109396935,
0.03134706988930702,
0.02... | ||
nd the requirements of senior-level positions in the organization. Integrated use of a leadership competency model , enabling managers to have a common language for discussing an individual’s strengths, development needs and career potential; drawing distinctions between an individual’s current performance and his or h... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.609 | 0.824 | ["leadership", "philosophy", "management", "career"] | 478 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054524 | [
0.013228182680904865,
0.03844127431511879,
0.0010581621900200844,
-0.03738920018076897,
-0.03257647156715393,
0.004473734647035599,
-0.08687906712293625,
0.025147954002022743,
-0.014075424522161484,
-0.03628361597657204,
-0.0012230551801621914,
0.014755453914403915,
0.05683392286300659,
0.... | ||
rship development and organizational performance. Emphasis on on-the-job experience and highly customized employee development , where “stretch assignments” are given, individuals’ current jobs are expanded and individuals are involved in other significant on-the-job leadership activities. Talent-pool management , whic... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.636 | 0.83 | ["leadership", "career", "management", "philosophy"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054607 | [
-0.00848499033600092,
0.002641938626766205,
-0.010896679013967514,
0.03014501743018627,
0.03343227878212929,
0.03227028250694275,
-0.013900769874453545,
-0.007692988030612469,
-0.04547498747706413,
-0.011487951502203941,
-0.03059391863644123,
0.06332212686538696,
0.03805798292160034,
0.039... | ||
he loss of key talent and allowing organizations to match openings with the needs of high-potential candidates. Active involvement of senior management , who participate in succession-planning reviews, examine lists of future leaders at lower levels of the organization, meet with high-potential individuals and mentor f... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.63 | 0.842 | ["leadership", "interview", "strategy", "management", "career"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054695 | [
0.003755325684323907,
0.01820933073759079,
0.03124242089688778,
-0.011265917681157589,
0.004233980551362038,
-0.016604185104370117,
-0.025418566539883614,
0.012500385753810406,
0.01596897654235363,
-0.045473769307136536,
-0.09889073669910431,
0.04034824296832085,
0.01771658845245838,
-0.00... | ||
, focusing on their perceived potential, career goals and interests, and career-planning constraints. Tight link between succession planning and external recruiting , where external searches are undertaken in response to talent gaps or vulnerabilities, or new skill sets are required by emerging strategies. Executive on... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.652 | 0.84 | ["strategy", "career", "salary"] | 511 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054780 | [
-0.023243283852934837,
-0.03917986527085304,
0.055060096085071564,
-0.0006161052733659744,
0.036602701991796494,
0.058255210518836975,
-0.011157418601214886,
0.06298460811376572,
0.018556151539087296,
-0.025111475959420204,
-0.058553293347358704,
-0.00026954084751196206,
0.023849351331591606... | ||
re the compensation of high-potential individuals is carefully monitored to ensure that their performance and potential are rewarded. Establishment and tracking of metrics , such as: (a) the percentage of positions filled internally versus those filled through external recruiting to measure the strength of the successi... | https://trustees.aha.org/articles/1331-succession-planning-an-investment-in-leadership-continuity-and-success | Succession planning: An investment in leadership continuity and success | AHA Trustee Services | trustees.aha.org | unknown | false | 0.487 | 0.7 | ["leadership", "strategy", "career", "salary", "war_conflict"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.054866 | [
-0.031867530196905136,
0.006420599762350321,
-0.03177403286099434,
-0.011525798588991165,
-0.04389098659157753,
0.09649308770895004,
-0.0073301102966070175,
-0.0020322510972619057,
0.07586616277694702,
0.008349309675395489,
-0.0469297356903553,
0.0031305623706430197,
0.03959166631102562,
0... | ||
utputs of the succession and 9-box events include training , stretch assignments , individual assessments , and individual development plans . Training and training plans identify the learning events that an individual would benefit from, either in a classroom or online format. Stretch assignments may be an appropriate... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.6 | 0.832 | ["education", "philosophy"] | 430 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.249596 | [
-0.013242061249911785,
0.010224058292806149,
0.03537873551249504,
-0.02243785932660103,
0.02438705787062645,
0.09729285538196564,
-0.0882352963089943,
0.01174948550760746,
-0.02721000835299492,
-0.05723075941205025,
-0.012613874860107899,
0.09467864036560059,
-0.0468406155705452,
0.0435232... | ||
Learning Objectives What are the benefits of talent development and succession planning? Talent development and succession planning are, in my opinion, two of the most critical human resource management processes within an organization. You can work tirelessly to recruit and hire the right people, and you can spend a l... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.688 | 0.86 | ["strategy", "management", "decision_making", "interview", "salary"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.249850 | [
-0.012530985288321972,
0.09953851252794266,
0.008499061688780785,
-0.026560921221971512,
-0.0038991367910057306,
0.056747324764728546,
-0.0253934096544981,
-0.037060435861349106,
0.0009564884239807725,
0.013089431449770927,
-0.08491770178079605,
0.038642868399620056,
0.030083607882261276,
... | ||
the key talent that you have, then everything else feels like a wasted effort. Talent development describes all process and programs that an organization utilizes to assess and develop talent. Succession planning is the process for reviewing key roles and determining the readiness levels of potential internal (and exte... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.581 | 0.84 | ["strategy", "interview"] | 466 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.249993 | [
0.022244423627853394,
0.034345876425504684,
0.037612996995449066,
-0.022794684395194054,
0.023553995415568352,
0.010632435791194439,
-0.04832901060581207,
-0.02394888363778591,
0.01509408000856638,
-0.010404873639345169,
-0.08815711736679077,
0.030628042295575142,
0.06746487319469452,
-0.0... | ||
ndamental impact on an organization’s performance. Talent is a competitive advantage, and in the age of the “war for talent,” an organization needs to have a plan for developing its key talent. One of the key tools that is used in talent development is the talent review. This process generally follows an organization’s... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.438 | 0.846 | ["philosophy", "management", "war_conflict"] | 483 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.250115 | [
0.004379636608064175,
0.07192984223365784,
-0.06676547974348068,
-0.005070902407169342,
-0.023336943238973618,
0.06914447993040085,
0.05044183135032654,
-0.03060629591345787,
-0.019281486049294472,
-0.04479634761810303,
-0.08117347210645676,
0.022657331079244614,
0.04109450802206993,
-0.03... | ||
employee development and potential for thefuture. Talent reviews often employ the use of a 9-box template, which plots employee performance versus employee potential and provides the reviewer with nine distinct options, or boxes, to categorize where the employee is. Refer to Table 11.3: Performance and Potential Grid. ... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.405 | 0.844 | ["philosophy"] | 511 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.250256 | [
0.018320729956030846,
0.027849622070789337,
-0.05420202389359474,
-0.020764360204339027,
0.00380889349617064,
0.1025673896074295,
-0.01810680516064167,
0.038959577679634094,
0.00547582283616066,
-0.000730537751223892,
-0.06468364596366882,
0.013089514337480068,
-0.03192085027694702,
0.0201... | ||
Roper Keegan Flanagan Chieh Zhang Edgar Orrelana Rory Collins Aimee Terranova Medium Performance Joseph Campbell Alina Dramon Alex Joiner Lauren Gress Christina Martin Thomas Weimeister Richard Collins Lowest Performance Marty Hilton Table 11.3 The performance axis ratings are low/medium/high and based on the employee’... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.527 | 0.822 | ["philosophy", "management"] | 424 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.250396 | [
0.06251794844865799,
0.009696402586996555,
-0.0767214223742485,
-0.04375047609210014,
-0.012849316000938416,
0.01187456026673317,
0.0566556453704834,
-0.03750830516219139,
-0.015671702101826668,
-0.00697599072009325,
-0.004624298308044672,
-0.07192517071962357,
0.014548326842486858,
0.0146... | ||
skills, learning agility, and technology skills. Other indicators of potential may include: Top performance in current job Success in other positions held (within or outside of the company) Education/certifications Significant accomplishments/events Willingness and desire to advance Managing Change Tech in Human Resour... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.589 | 0.694 | ["education", "management", "innovation", "career", "philosophy"] | 500 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.250530 | [
0.0011695309076458216,
0.010845057666301727,
-0.02000381611287594,
0.04066658020019531,
0.07743413746356964,
0.005813624709844589,
0.027644610032439232,
0.03809530287981033,
-0.05676548555493355,
-0.021761024370789528,
-0.029495837166905403,
0.026399200782179832,
0.023623362183570862,
0.01... | ||
nd what is better suited for online and YouTube-style learning? In the talent review, the potential axis equates to potential for advancement within the organization: low = not ready to advance, medium = close to ready, and high = ready to advance. Potential doesnotequate to the value of an individual within the organi... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.589 | 0.87 | ["education", "philosophy"] | 512 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.250650 | [
0.009637069888412952,
-0.11823729425668716,
-0.060232192277908325,
-0.06662435829639435,
-0.0042498353868722916,
0.06203113868832588,
-0.008958394639194012,
0.07221685349941254,
0.04613142088055611,
0.003658044384792447,
-0.04160038009285927,
0.0808420479297638,
-0.04349241033196449,
0.002... | ||
stay in their current role for years and be specialists of their own processes. A specialist or expert may not want to manage people, and thus would be rated as low on potential due to the lack of interest in advancement. Advancement may also mean relocation or lifestyle change that an employee is not willing to make a... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.512 | 0.87 | ["philosophy"] | 500 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.250772 | [
0.028262358158826828,
0.01771588809788227,
0.0276945848017931,
0.042651571333408356,
-0.02544025145471096,
-0.02223517931997776,
-0.02515888586640358,
0.058662377297878265,
-0.05950024351477623,
-0.050568170845508575,
0.03667830303311348,
0.05798080936074257,
0.002071911469101906,
0.080922... | ||
ext to the processes and tasks that we set forth. We also begin to understand that an organization is a group of individuals, and that human resources plays a critical role in ensuring that there are philosophies, structures, and processes in place to guide, teach, and motivate individual employees to perform at their ... | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.456 | 0.846 | ["philosophy", "motivation"] | 454 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.250892 | [
0.012475226074457169,
0.017410460859537125,
-0.1059570387005806,
0.01347828283905983,
0.011969410814344883,
-0.04707435891032219,
0.07003463804721832,
0.021700166165828705,
0.0186466034501791,
-0.0026667467318475246,
-0.0936635360121727,
0.018419774249196053,
-0.012598990462720394,
-0.0190... | ||
d potential categories used in the talent review? What roles should an organization discuss as part of the succession planning process? 11. Effron and Ort, One Page Talent Management, Harvard Business School Press, 2010. | https://biz.libretexts.org/Bookshelves/Management/Principles_of_Management_(OpenStax)/11:_Human_Resource_Management/11.07:_Talent_Development_and_Succession_Planning | 11.7: Talent Development and Succession Planning - Business LibreTexts | biz.libretexts.org | unknown | false | 0.498 | 0.618 | ["strategy", "management", "education"] | 220 | Succession Planning Talent Development | topic | 2026-04-14T01:02:13.251019 | [
-0.0187460295855999,
-0.005349074024707079,
0.042826857417821884,
-0.032566092908382416,
0.011556503362953663,
0.08279496431350708,
-0.030669262632727623,
0.003690751502290368,
-0.03934037312865257,
0.024340584874153137,
-0.0848444402217865,
0.003437662497162819,
-0.025289926677942276,
-0.... |
Subsets and Splits
No community queries yet
The top public SQL queries from the community will appear here once available.