Knightsbridge Robertson Surrette and Succession Planning Process

talent management: What does this mean for your organization Many workforce contributors are approaching retirement; how will your organization handle the loss of knowledge and experience How will the changes to the demographic landscape impact your ability to attract new talent Increasingly, organizations recognize the need to look within to develop strong leaders and successors for pivotal roles, as a part of a formal succession planning process, according to The Chronicle Herald. As Tony Case, Senior Consultant with Knightsbridge Robertson Surrette, often reminds clients, succession planning is really only a part of an overall talent management strategy. Between out-migration, aging boomers, lower birth rates, and our region poor track record of retaining immigrants, looming talent shortages seem inevitable in Atlantic Canada. It should not be confused with replacement planning which is a response to an immediate need. In contrast, succession planning is about charting your course for the future. If a key employee wins big in the lottery tomorrow, your replacement plan allows your organization to continue relatively seamlessly while long term planning takes place. (www.immigrantscanada.com). As reported in the news.