What's the X Factor in Culture, Engagement and Talent Management?

Spoiler Alert: It’s managers and leaders. Now let’s talk about how and why – and what that means about your company’s sustainable growth and success.

How to Fund a Decade of Leadership Development by Avoiding Just One Bad Hire

Forbes recently reported that among the world’s top 2,500 publicly held companies, the cost to shareholder value of an unplanned CEO departure comes in at $1.8 billion more than a planned departure.

That’s a lot of zeroes. Way more zeroes than the average salary of those CEOs.

Most of those unplanned departures result from bad hiring decisions. Based on an average CEO salary of $12 million for Fortune 500 companies, that makes the multiplier on a CEO’s salary greater than 100x if you want to understand just how costly the wrong hiring decision can be for the world’s top companies.

Odds are, your company is not among the world’s top 2,500. Maybe your organization isn’t even publicly held. For you, what is the cost of a poor hiring decision in the highest ranks of your company?

Can You Afford Succession Planning?

Figuring out how much succession planning costs is relatively easy. You can put a price tag on what it costs to staff and implement your ongoing succession planning activities and your associated leadership development efforts. What's harder to figure out is how much it costs your organization not to invest in intentional succession planning and the leadership development that goes along with it. The more important questions might be:

Leadership Turnover Costs More Than You Think

Nobody likes to think about it, but the cost of turnover is a huge hidden cost in your business. Here's a good analogy. A leaky toilet. Did you know a single leaky toilet can waste as much water in one month as the average single-family home uses altogether in one month? The cost of your average leaky toilet? $840 per year. Higher than you thought? So is the cost of turnover in your business.