Let’s face it — no one stays in the same seat forever. Leaders retire, move on, or sometimes make a sudden career change that surprises everyone. That’s where succession planning comes in. 

A smart, forward-thinking succession plan ensures that when someone steps down, someone else is ready to step up — without missing a beat. It keeps the momentum going, protects hard-earned progress, and sends a strong message to your team: We believe in growing from within.

Done well, succession planning ensures your organization is prepared — not just to survive leadership transitions, but to thrive through them. It helps you retain top talent, allocate development resources efficiently, and demonstrate a commitment to long-term growth.

Here are the four key steps for succession planning:

• Identify critical roles and competencies : Go beyond titles and think about impact. Which roles are essential to your organization’s success? What technical skills and leadership behaviors are necessary to thrive in those positions? Clarifying these competencies helps you define the kind of leadership your organization needs to succeed.
• Create targeted development plans : Once you’ve identified high-potential individuals, tailor growth opportunities to bridge their current capabilities with future leadership needs. This can include mentorship, cross-functional projects, leadership coaching, or stretch assignments. Aligning development plans with both individual career aspirations and organizational goals boosts motivation and ensures your bench strength is both deep and strategic.
• Communicate transparently : Letting team members know they’re being considered for future leadership isn’t just a morale booster — it’s a retention strategy. When employees feel seen and supported, they’re more likely to stay engaged and committed. Encourage open dialogue about career paths, readiness expectations, and the timelines for progression. Transparency builds a culture of trust and clarity.
• Track progress and refine your approach : Effective succession planning is dynamic, not static. Regularly revisit your plans, check in on development goals, and adjust based on performance, feedback, and evolving business needs. Use measurable outcomes — such as readiness assessments, promotion rates, or engagement surveys — to gauge effectiveness.

Companies that prioritize this work today will be better positioned to lead tomorrow. Leadership transitions aren’t a matter of if, but a matter of when.

If your organization is ready to take the next step in building a resilient leadership pipeline, explore PeopleThink’s Keep it Real Leadership Program. It’s designed to help you identify and grow the leaders of tomorrow—today. Let’s future-proof your team together.

Till the next time, keep it real.

Karen

The post Who’s Next? Why Succession Planning Deserves a Seat at the Table appeared first on PeopleThink.

Steve Jobs famously told graduates in his 2005 Stanford commencement speech:

“You’ve got to find what you love. If you haven’t found it yet, keep looking. Don’t settle!”

That quote has fueled an entire generation’s obsession with chasing their “one true passion.” But in 2025, let’s be real—does that mean you should drop everything, ignore practical needs (like rent, food, and personal growth), and hold out for a career that magically fulfills your soul?

Not according to research. Studies suggest that developing your passion(s) is far more important than relentlessly searching for a single “calling.” When we pin our entire sense of purpose on one thing, we risk feeling lost when that thing changes—or doesn’t pan out the way we hoped.

In other words, life isn’t a straight path—it’s a series of possibilities.

Author Cleo Wade put it best in her TED talk:

“Why are we putting the pressure on ourselves to have one purpose or one passion?”

Your 9-to-5 job doesn’t have to define you. It can—but it doesn’t have to be the sole source of purpose or joy in your life. Sometimes, a job is simply how you pay the bills, and that’s absolutely okay.

So here’s the truth: You can like what you do—maybe even love what you do —without sacrificing the rest of your life. You can have multiple passions, and your career is just one piece of the puzzle.

Want to explore how to find joy in ALL areas of your life? Check out my podcast, Passion and Work – Is It Possible?, for a simple exercise to help you do just that.

Till the next time, keep it real.

Karen

The post Can Passion and Work Truly Coexist? appeared first on PeopleThink.

Each generation brings its own particular strengths and “peculiarities” to the team. Stereotypes abound in today’s workplaces, and leaders struggle to determine how best to engage and retain team members from these five age groups.

I personally think it’s simple: value the differences.

As Stephen Covey said, “Strength lies in differences, not in similarities.”

Recognize that each individual brings to the workplace different experiences, knowledge, belief systems, ideas, skills, communication styles, fears, hopes, and dreams. No matter the age or generation, there are differences.

With that in mind, here are my tips for managing and working effectively on a multi-generational team.

• Focus on the VALUE each generation brings to the workplace. Respect the experience of older team members while also valuing the fresh perspectives that younger team members bring. Remember that it’s about talent…not age…
• Acknowledge and embrace the DIVERSITY of the generations. Celebrate birthdays, milestones, and achievements to build a sense of camaraderie and teamwork. Take the time to learn about the characteristics and tendencies of different age groups (Baby Boomers, Gen X, Millennials, Gen Z, etc.) to understand their perspectives better.
• Use multiple communication streams to address each person’s style. Recognize that different generations may have varying work styles. Some may prefer face-to-face meetings, while others might be more comfortable with virtual communication. Be flexible and adaptable in accommodating these preferences.
• Learn from the other generations on your team. Create opportunities for team members of different ages to work together. Encourage cross-mentoring, where older employees share their knowledge and younger employees offer insights into new technologies and trends. This can help bridge generation gaps and foster a sense of unity within the team.
• Promote open communication. Create an environment where team members feel comfortable sharing their thoughts and ideas. Encourage open dialogue that respects each person’s viewpoint, regardless of age.
• Keep learning. Each generation has its own values, communication preferences, and work habits. Be open to continuously learning about generational trends and adapting your leadership approach accordingly. What works well today might need adjustments in the future.

Leading a team with people of different ages can be both rewarding and challenging. Remember, effective leadership involves understanding and respecting individual differences while fostering a cohesive and collaborative team environment. By embracing these tips, you can lead a multi-generational team to success.

Till the next time, keep it real.

Karen

The post Valuing Generational Differences appeared first on PeopleThink.

The goal is to find individuals with the right mindset, work ethic, and potential to learn and grow within the organization. So, when hiring, look for the right attitude because that will help create a positive work environment and overall organizational success. Once onboarded, you can invest in your team’s training and development to equip them with the necessary skills and knowledge to excel in their roles.

This approach has several advantages:

• Cultural Fit: Candidates with the right attitude and values are more likely to align with the company’s culture and contribute positively to the work environment.
• Adaptability: Individuals with a strong learning mindset are often more adaptable and can acquire new skills and knowledge quickly as the business landscape evolves.
• Long-Term Potential: Hiring based on attitude can lead to long-term employee retention, as these individuals are likely to be motivated, engaged, and committed to personal and professional growth within the organization.

Here are a few tips on how to adjust your hiring strategy:

1. Rethink how you develop job descriptions and attract the right people for the positions within our organizations. Include the soft skills that will help the candidate succeed in the role, in addition to the technical skills.
2. In the interview process, train your hiring managers to ask well-thought-out behavioral questions to determine whether the candidate has the personal qualities and interpersonal skills needed for the job and to be a contributing team member.
3. Create a culture where the “soft skills” are valued as much or more than the “hard skills.” Review your learning and development strategy to ensure employees have opportunities to build their capabilities in problem-solving, innovation, emotional intelligence, and other competencies that will help them succeed. Promote people to leadership roles that demonstrate the personal qualities that will set the bar for the organization in creating the workforce for the future.

When implementing this philosophy, it’s essential to have a robust training and development program in place to ensure that employees have access to the resources and support they need to acquire the skills and knowledge required for their roles. Remember to strike a balance between attitude and necessary skills. Some roles may require a certain level of expertise or technical proficiency that cannot be easily trained from scratch and, therefore, still need employers to check for skill levels.

Lastly, with PeopleThink’s Keep It Real Leadership program, you can access the right leadership training! Ongoing feedback and coaching will help nurture the desired attitudes and behaviors within the organization.

Till the next time, keep it real.

Karen

The post Hire for Attitude! appeared first on PeopleThink.

That’s one of the ways I’m giving back – by participating in the University of San Francisco’s Alumni Mentor Program – “Change the World from Here.”

I met my mentee at the program kickoff dinner a couple of weeks ago. There were 250 mentors (USF alumni) and 250 mentees (students and recent graduates) who had been previously matched up based on their application forms and preferences.

The goal of the program is to give mentees the opportunity to expand their networks; explore different career paths, companies and industries; and get advice on how to accomplish their career goals.

Think about it. Did you have a mentor when you were in college? Was there someone other than a parent, counselor or friend who could give real-world advice about the career path you’d chosen or what factors outside of the academics (e.g., soft skills) would help you succeed?

I know I didn’t.

So I am thrilled to be in a position to share my experience, to let my mentee know that mistakes are OK as long as you learn from them, and to serve as a sounding board in navigating the sometimes scary path from college student to professional.

And what I’m finding so far is that although I’ve described it as “giving back” what I’m getting in return is so much more.

If your university has an alumni mentoring program, I highly recommend you consider getting involved. Or maybe you have a mentoring program at work.

It’s a great way to change the world, one person at a time.

Till next time,

Karen

The post Mentoring – Change the World One Person at a Time appeared first on PeopleThink.

Years ago I joined an organization, Mentoring Circles, to mentor women entrepreneurs around developing processes, business acumen, and leadership.  I was invited to join the Board of Directors – which I did – and continued to mentor.  I got so much out of it. Not only was it thrilling to “give back” by helping other women identify, plan for, and achieve their goals,  it was an incredible learning experience.  Through mentoring I gained more insight into people, learned from different perspectives, and built a number of cherished, long-term relationships.

In my last blog I talked about some ways to achieve wellness. Giving back is one of those ways. And mentoring is a way to give back. Is there someone who has reached out to you for advice? Or someone you’ve noticed who has great potential yet needs some guidance on how to navigate the organization to get the recognition and opportunities they deserve? Consider volunteering to be their mentor.

Now don’t get me wrong. Good mentoring relationships don’t just happen instantaneously.  There needs to be mutual trust, willingness to learn (in both directions), and commitment to the partnership (meeting on a regular basis, open and honest communication, follow through, etc.) As a mentor, you need to be:

– Available and accessible

– A coach and advisor

– An effective listener

– A confidant and sounding board

– A role model

– A friend and ally

– Willing to learn from your mentee

To get the most out of the mentoring relationship, your mentee needs to be:

– Committed to the mentoring process

– Clear about goals and objectives

– Proactive in scheduling meetings

– Prepared and accountable

– Receptive to feedback/advice

– Open and honest

– Willing to learn from you

It’s important to have some structure around the partnership. I recommend that you commit to a 12-month partnership and then reassess. That will give you time to really get to know each another. Also, establish goals and timelines at the outset.  Regular meetings are essential – schedule them several months in advance and commit. If you find one or the other of you keeps missing or rescheduling, it’s time to have a serious conversation about the level of commitment. It’s also very important to be open and honest when things aren’t working. Sometimes they don’t. If this is the case, a growth exercise – for both of you – is to figure out how to end the partnership in a positive way.

Does your organization have a mentoring program? Or have you been a mentor? If so, I’d love to hear about your experience. Please comment.

“We make a living by what we get, but we make a life by what we give.” – Winston Churchill

Till next time,

Karen

The post Giving AND Receiving Through Mentoring appeared first on PeopleThink.