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Executive Coaching

Nowadays, organizations need talented people a lot more than talented people need organizations. Even giant global companies like Citi and Merrill Lynch have to look outside for candidates when the CEOs of these two financial behemoths stepped down in 2007. Succession planning is not an event, it is a continuous process that is best managed over three, five or even 10 years as it involves building a bench strength of talent. Even if they do so in a concerted manner, a lot of senior management teams are putting too much focus on their immediate reports and have ignored the fact that middle managers form a core talent pool where resources should rightly be applied in light of sustaining a long-term business strategy

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