It is a fact of business that at some point, every company needs to replace a high-ranking member of its organization. Leadership succession is never easy, as it can come with a change in philosophy or basic business strategies. There is also the question about whether to promote from within or hire from the outside.
In a recent article from Network World, Ann Bednarz interviewed a number of industry insiders about this topic. While supporters and detractors of internal succession structures each make separate, compelling arguments, the one underlying fact is that impactful talent is a must.
Jack Cullen, the president of an IT staffing consulting company, is one of the insiders that Bednarz spoke with. According to Cullen, succession plans are critical if companies intend to retain quality talent.
"As we've come out of the recession and as companies have started reinvesting in their HR departments, succession planning has become an important topic," Cullen says. "Loss of key talent costs companies lots of money. We're seeing much more attention at all levels being paid to succession planning."
Management consulting firm Janco Associates reports that the average tenure of a CIO in 2012 is six years, which is up from 4.5 years from 2011. Despite having more time to plan for the departure of their senior officers, many companies' succession plans are inadequate. Many have not game planned for the future when they may need to reshuffle IT personnel.
What this comes down to is that IT Principals need to have the right resources in place at all times. VARs and MSPs with industry-leading, impactful talent can ensure that companies have access to solutions that address any curveball that could be tossed at them. Solution Providers that are partnered with VAR Staffing can ensure they are go-to resources.