Send us a textSUMMARYSuccession planning involves having the right people at the right time to fill critical positions in your organization, but yet many organizations don’t have a succession management process in place.From my experience, I have witnessed organizational cultures degenerate to toxic levels because when the CEO left, they took their workplace culture with them. They didn’t think about or plan for a successor, which left the organization exposed to incompetent leadership.  Succession planning doesn’t have to be a complex and multi-layered process. Even the simplest design can have a positive return for a company. This week’s Tackle Tuesday episode focuses on just that!Beth Armknecht Miller, CEO of Executive Velocity, and I discussed how to build leadership pipelines that are integrated into a succession management process that will ensure your company can fill critical positions at the right time to ensure strategic outcomes are achieved. *This episode was recorded in November 2020. Comments made regarding "this year" was in reference to 2020. LINKShttps://www.linkedin.com/in/betharmknechtmiller/https://executive-velocity.com/ https://www.instagram.com/executivevelocity/https://twitter.com/SrExecAdvisorhttps://www.facebook.com/ExecVelocitySinogap Solutions Leadership ConsultingWe help you achieve your company's mission by maximizing the human potential across your workforce.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showWoman Up! Ignite the Leader in You Visit our websiteCheck out our online course catalogueSend us an emailConnect with Johanna on LinkedInConnect with Katie on LinkedInFollow us on Instagram Best practices and pitfalls of change management process

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