Most Executives Avoid Future Plans

“I never think of the future– it comes soon enough,” said Albert Einstein.  Einstein’s attitude seems like a pretty good option.  It probably makes for more restful sleep.  This  type of attitude may also make you more aware of the present moment.

A recent survey by Right Management, a division of ManpowerGroup, suggests that most business executives have few plans for the future.  At least in terms of who they will be working with.  Perhaps this is due to a shortage of talented co-workers, or maybe, they are choosing to follow in Einstein’s footsteps– preferring not to worry about the future when the present is complicated enough.

Right Management surveyed 1,262 executives via an online poll and found that there are gaps in the leadership cadres at most companies in North America.  In fact, only 6% of organizations were reported to have future leaders identified for all critical roles.  Nearly a quarter of respondents admitted they did not have anyone identified for a single critical role.

“We learned that organizations are all over the map when it comes to implementing a coherent leadership development program,” said Michael Haid, Right Management’s Senior Vice President for Talent Management. “A majority of organizations seem to have ‘some’ critical roles covered, but that’s barely reassuring.  What’s really striking is that fewer than one in five has no one slated to take over any key positions.  And we’re not talking about small companies.”

Perhaps more executives are superstitious than one would think.  Maybe they think that if they talk a future without some of their coworkers, the will inadvertently will them to leave.  Haid urges leaders to adapt a more realistic attitude that accepts the natural ebb and flow of workers.

“The world is chaotic and unforeseen events can change a company’s situation overnight, so having a depth of leadership talent as well as a genuine plan for all eventualities are more important than ever,” said Haid.  “In fact, weak bench strength throughout the company can erode employee engagement and reduce overall performance.”

Maybe recruiters will begin to get requests to help executives plan for the inevitable future.