More Include Middle Managers in Succession Plans

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<strong>Boston </strong><br />More organizations include middle managers in their management succession plans, according to a study by Novations Group, a global consulting firm. <br /> <br />In a nationwide survey of 2,556 senior human resource executives the firm found that, of the three-quarters of large organizations do succession planning, most (63 percent) focus on the senior level, but nearly half (46 percent) broaden the scope to the middle level and one-quarter to the supervisory level.<br /> <br />&ldquo;At many companies, what was planning solely for the C-suite has morphed into succession management for the whole leadership pipeline,&rdquo; said Novations Executive Consultant Tom McKinnon. &ldquo;Expanding succession management to take in middle managers and to develop them helps assure that key roles below the C-suite have ready replacements.&rdquo;<br /> <br />The study found that organizations also include more women and minorities in succession plans, McKinnon said. &ldquo;Women at this point have the same or greater representation as their percent in the workforce at 58 percent of companies, up from 54 percent two years ago. Although minorities still lag women, their representation is proportionate or bigger at a majority (54 percent) of firms today, up from 44 percent two years ago. But minorities are still under-represented at 46 percent of organizations, which isn&rsquo;t acceptable.&rdquo;<br /> <br />Senior management sees the value of the leadership pipeline, McKinnon said. &ldquo;Such planning is increasingly connected to leadership development, so rather than being an annual exercise that sits on a shelf until the next round, succession management is now pursued year-round.&rdquo;<br /> <br />Equation Research conducted the Internet survey of 2,556 senior HR and T&D executives in December 2007.<br />

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