Taser International dismissed from Georgia lawsuitTaser International Inc. was dismissed from a U.S. District Court lawsuit in Georgia. (TASR)
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</div>ON Semiconductor to make $11M on note repurchaseON Semiconductor Corp. will make about $11 million in the fourth quarter on repurchasing some convertible notes. (ONNN)
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</div>New layoff wave hits Arizona RepublicA new round of layoffs began Wednesday at the <em>Arizona Republic</em> as the newspaper’s parent company Gannett Inc. looks to trim 10 percent from its daily newspapers across the U.S.
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</div>Failure to disclose deals with Wolfswinkels, developers part of supervisor?s indictmentThe indictment of Maricopa County Supervisor Don Stapley includes some counts involving Stapley’s business and real estate deals with some notable real estate developers.
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</div>U.S. troops may be deployed in Arizona, Southwest U.S.U.S. Defense Department plans to deploy as many 20,000 U.S. troops within the U.S. for homeland security and anti-terrorism efforts could result in a significant number being placed or having some kind of presence in Arizona and the Southwest, according to security experts.
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</div>Jeff Flake opposes bailout for U.S. automakersMesa congressman Jeff Flake disagrees with U.S. House Speaker Nancy Pelosi’s assessment that the federal government should not let the Big 3 U.S. automakers fall into bankruptcy.
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</div>Van Velsor Wolf to chair American Cancer Society boardA Phoenix enviromental law expert will be instrumental in shaping the direction of the American Cancer Society, following the group’s election of Van Velsor Wolf as chairman of its national board of directors.
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</div>California, Arizona take different approaches to fix mortgage messArizona and California are in the same sinking ship when it comes to the rise in foreclosures and the subprime mortgage mess. But the two states are oceans apart in how they are dealing with those distressed mortgages.
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</div>Nation?s service sector shows November declineNew research from a Tempe economic group shows that the nation’s service sector contracted sharply in November.
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</div>Lower mortgage rates fuel increase in applicationsLower interest rates and a steady stream of government bailouts helped to create a surge in mortgage applications last week.
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executive a clear picture of where to focus their coaching sessions. Execution of the development plan during the coaching engagement results in promotion readiness.
Benefits of Succession Planning
Identifying and developing strong leaders for future roles is critical to the ongoing success of an organization. Without an effective succession planning program in place, companies will face greater challenges than those incurred during the implementation of a program, including:
• Waging the “War on Talent”
• Fewer leaders prepared to take on new roles
• Obstacles to achieving strategic goals
Attracting and retaining high-potential employees is costly. However, it is not as costly as the turnover of high-potential employees. Studies have shown that superior performers are 50% to 100% more effective than the average performer.
Using these statistics, if an average performer generates $250,000 in new business each year; a superior performer will generate between $375,000 and $500,000 in new business. By developing and promoting the superior performer to a leadership role, they have the potential to increase the productivity of the team. As an example, this leader can increase the revenues of a team generating $2.5M to $5M.
Given the possibility of increased profits, meeting the employee’s desire for career growth is both a financial and strategic advantage.
Because growth and development are benefits highly sought after in a potential employer, organizations with highly publicized succession planning initiatives and career management programs become “employers of choice”, thereby making it easier to attract top talent and reduce turnover.
Most employers are unaware of how much turnover costs them each year or how to reduce this number. Assuming a fifteen percent turnover rate and turnover costs of twenty-five percent of an employee’s annual compensation, an organization with one thousand employees and an average compensation of $50,000 will incur $1,875,000 in costs each year. Given that half of all turnover is avoidable, this organization could save $937,500 each year by investing in employee retention strategies.
The Added Benefits of Using Career Coaching as a Resource for Succession Planning Programs
Utilizing a Career Coach in your succession plan initiative allows leaders and Human Resources to focus on effectively managing and evaluating the program. An external career coach provides a confidential environment where the employees are free to discuss the challenges and opportunities they face in their careers and establish plans to overcome them.
One of the greatest benefits the coach offers is preparing the organization’s existing talent for future leadership roles. They take the organization’s human capital to the next level through the use of assessments, powerful questions, and individual development plans. Promoting from within provides benefits, such as:
• Reduced recruitment costs. The need for external recruiting is lessened for executive level position, which reduces headhunter fees (between 25% and 33% of the candidate’s total compensation) Ex. An executive placed by a headhunter with an annual compensation package of $200,000 would incur fees between $50,000 and $66,666.
• Reduction of executive compensation. According to Towers Perrin, external candidates are generally paid 20% to 30% more than internals that are promoted because externals needs a financial reason to make a career change.
• Promoting internal candidates offers the employer the benefit of knowing their track record, strengths, and their development needs. External candidates, unless personally known, only reveal as much or as little information as they deem appropriate, leaving the organization to rely on the interview process, assessments, and references to complete the picture.
Thriving succession planning initiatives balance the strategic direction of the organization with the career aspirations of its high potential employees. They also rely on external consultants and coaches to provide expertise, an objective perspective and additional resources.
Executives who engage in coaching during the succession program have a clear direction of where they are going and how they are going to get there. In contrast, executives that are not offered coaching are not as well prepared to map out their career path or develop the skills they need for future promotions. Executive career coaching facilitates the process of creating successful careers and developing future leaders.
Article Source: http://www.articleblender.com
Jill Frank is "The Promotion Coach." Get her FREE report, "7 Unintentional Actions That Will Slow Your Climb Up the Corporate Ladder" and FREE advice on corporate advancement at www.corporateadvancementcoach.com
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