Q: What positions are critical to the long-term health of your organization?
Regardless of the type of organization (corporate, government, non-profit) these roles are essential to thrive and are typically hard to fill.
Q: Who is included in the talent pool with the ability to advance to key positions?
Q: How are they prepared to meet the business need?
When leadership teams are diverse in thought, skill and culture, the organization is better prepared to innovate new products and services, dominate their competitive landscape, and reinvigorate organizational talent to exceed performance expectations.
Join this candid conversation on the Inclusive Enterprise Conversations Podcast with Dr. John Greene, Senior Vice President and CHRO of TDS® Telephone and Data Systems, a diversified telecommunications company serving over six million customers nationwide.
We discussed the opportunity to think differently and enhance current talent processes by making DEI part of succession planning with real-world actionable, coachable success practices to grow the business.
It does not take longer to build your leadership pipeline, instead it takes concerted effort and intention to challenge the status quo to make your teams and organization stronger. Achieve even higher levels of performance by realizing everyones’ full potential.
John’s leadership experience provides a solid foundation for a pragmatic and inclusive approach to succession with real-world application. He draws from leadership roles in the military and in corporations with Johnson Controls, RHR International Consulting including his first TDS role as Vice President, Enterprise Diversity, Equity & Inclusion where he led the development and implementation of the enterprise DEI strategy across the TDS family of companies and advanced to Senior Vice President, Human Resources Officer for the firm.
As organizations continue to establish a new norm for recruiting, retaining, and engaging talent, the best companies are mindful of the benefits of intentional succession planning.
These organizations understand that while their counterparts are busy facilitating replacement planning processes, their most competitive advantage stems from strategic talent management that supports both the current and future needs of the business.
