People Succession

People Succession: Lessons from Forward Thinking Executives in Middle-Market Companies


by Carol Bergeron


A provocative read for executives, the board of directors, and people managers in middle-market and aspiring middle-market companies who choose to groom the next generation of leaders while reducing the risk of organizational underperformance due to job vacancies and capabilities’ shortages. Learn more

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Strategic Human Resources

We put the pieces of the puzzle together for you so that all your people programs and practices support business strategy execution. We work with you to design and implement programs that serve the unique needs of your organization. Then we transfer the knowledge into the organization for sustainability by designing for:

  • Effectiveness - We help you build robust and repeatable talent processes, tools, and metrics that make people more effective.
  • Enablement - We provide an optimal mix of learning forums that enable leaders to successfully acquire, organize, develop, and retain top talent.
  • Efficiency - We work with you to make tools and technology accessible so that people get more efficient when leading your workforce.


Performance Management 
  • Clarify performance expectations early (It starts when recruiting!) 
  • Craft a process jointly owned by managers and employees
  • Advance managerial coaching skills to increase employee productivity
  • Help you work through performance problems
Learning & Development
Employee Relations
  • Solutions to address employee relations and retention issues
  • Communications planning and implementation to prevent employee relations issues
  • Approaches to assess and improve employee value proposition
  • Help you work through high risk, sensitive ER issues
  • Career transition workshops and coaching

    Tis Almost the Season for Turnover; What do you do?, 2013 Nov - Read more
    Back to Basics: How to Retain Employees, 2003 Sept - Read more  

Compensation & Benefits
  • Write relevant job descriptions, conduct market and internal equity analyses, design structures
  • Design variable pay programs: management bonus, profit sharing, incentive plans, etc.
  • Help you implement compensation changes
  • Manage your annual benefits renewal

    Much Ado About Compensation, 2009 Dec - Read more 
    Compensation Makes a Comeback, 2006 Nov - Read more  
    Putting Value Back Into Employee Benefits, 2003 Dec - Read more  

  • Redesign processes and tools to streamline hiring
  • Educate hiring managers on approaches that reduce the risk of hiring mistakes
  • Identify solution(s)  and provider(s) to address your ongoing and dynamic recruiting needs

    Strategic Recruiting Blunders, What Not To Do (recruiting), 2008 Jan - Read more 
    Referesher on Recruiting Top Talent, 2012 April - Read more  
    Improve Your New Hire Success Rate, 2004 Sept - Read more  
    Hire the Best by Developing Talent Scouts, 2004 Jan - Read more  
    Recruiting Checklist: To Attract the Best and the Brightest, 2006 Aug - Read more  

Gap Analysis 
  • Identify opportunities to improve Human Resources service delivery levels
  • Flag most significant risks in Human Resources
  • Create an action plan to address risks and set priorities
People Practices
  • Write handbooks and management practices
  • Develop new policies for the changing workplace
  • Roll-out new practices to managers and employees