Tag Archives: Retirement

Succession Planning: Refilling the Pipelines (Webinar)

This webinar, titled Succession Planning: Refilling the Pipeline was designed by Rick Dacri and delivered on December 10, 2013. Click Succession Planning to hear the webinar recording.

This webinar  provided the business case for having a succession plan and outlined the critical elements of such a plan. Our workforce is graying. Organizations must be prepared if and when key employees suddenly exit the workforce due to retirement, death or resignation. Business owners/CEOs must lead their organization in designing, implementing and managing an organization wide succession and knowledge retention plan. This should be an essential piece in the organization’s business plan and is fundamental to the long-term viability of all successful organizations. Good succession plans focus on developing their employees and ensuring that the organization always has the people in place to operate the business. This webinar was designed for CEOs, Executives, Business Owners, and HR Professionals.

Some of the topics covered:

  1. Understanding why all companies, regardless of size, should have a plan in place
  2. Knowing how to develop a successful succession plan & emergency preparedness plan
  3. Ensuring that qualified employees are ready when key vacancies occur in their organization
  4. Preventing the loss of valuable knowledge from walking out the door
  5. Developing key staff so that they have the skills to do the job today and tomorrow
  6. Recruiting staff that can contribute today and who also have future potential

To hear the webinar, click Succession Planning.

To learn more, contact Rick Dacri at Dacri & Associates, LLC



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Filed under Leadership, Succession Planning, Uncategorized, Webinars

Retirement: The Times They Are A Changin’

(I wrote this article and it was originally published in the York County Coast Star on January 17, 2013)

I recently attended the retirement party of a local executive, and I suspect it will be the first of many. As I surveyed the gathering, I was struck by the “grayness” of the attendees. We are getting old.

 One could reasonably argue that my perspective is a bit distorted. After all, one is likely to mirror your professional colleagues. But in this case, the census corroborates my observations. The first wave of baby boomers has reached retirement and the number of persons 55 and older has increased by 43%. One in eight Americans is 65 or older and that will increase to one in five by 2030.  And the numbers are worse in Maine making our population the oldest in America.

The attendees at the party came from several organizations to honor the new retiree. One company was represented by four of their senior managers—three of whom have announced their own plans to retire within the next three years. In fact, the banter was about who’d get out first. While this made for good fun, it highlights a real business issue that we as a society face: a large number of our workers will be leaving the workforce and few companies are prepared.

A recent survey conducted by the AMA Enterprise showed that one in five companies is utterly unprepared for the sudden loss of leadership and nearly 25% have no succession plan whatsoever. Only 8% maintain comprehensive plans, never mind any kind of method to capture the knowledge of those future retirees as they walk out the door, never to return. With three senior managers leaving this company, nearly a century of experiences and knowledge will soon be lost. This could be devastating for the company.

All organizations, large and small must put plans in place now. Continue reading

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Filed under careers, Management