CEO succession planning is not easy. Knowing what your company will face in the future, trying to prepare executives to run your company, and then selecting the best possible candidate from a group of internal contenders (and comparing them with highly qualified outsiders) is a truly complex challenge.
Leaders fret about whether they have the talent they need to compete in the ever-changing market in which they play. This is one of those nagging concerns for CEOs. One of the reasons this concern doesn’t go away is many CEOs recognize that their company doesn’t have the talent management skills that enable a stable and predictable flow of quality leaders.
We’re constantly communicating so much more than we even realize. There’s the obvious — any time we talk to people, text them, and the images we put on social media — and then the less obvious — our body language, the clothes we wear, and the style we choose. We are communicating whether we want to or not.
You can take 10,000 steps per day and eat a whole lot of kale at your stand-up desk for lunch, and you can still die early because of the stress of a bad job. And how do we define a bad job? The wrong one for you. The one that causes so much distress that your loved ones regularly hint that maybe you need to do something about it.
Does our concern seem dire? It should.
We have this mission at Happy Spectacular – to make the world unsafe for the bad career. We can’t claim to be superheroes (yet), but we know helping people make their workday a great part of their whole day is a noble calling and an awesome way to spend our time. And from where we sit, there’s a lot of work to do.