Business succession planning for dummies:
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Hoboken, N.J.
John Wiley & Sons, Inc.
[2012]
|
| Schriftenreihe: | --For dummies
|
| Schlagworte: | |
| Online-Zugang: | TUM01 Volltext |
| Beschreibung: | 1 Online-Ressource (xvi, 244 Seiten) |
| ISBN: | 1118223462 1118230213 9781118223468 9781118230213 |
Internformat
MARC
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| 100 | 1 | |a Dahlke, Arnie |e Verfasser |0 (DE-588)1022385542 |4 aut | |
| 245 | 1 | 0 | |a Business succession planning for dummies |c by Arnie Dahlke |
| 264 | 1 | |a Hoboken, N.J. |b John Wiley & Sons, Inc. |c [2012] | |
| 264 | 4 | |c © 2012 | |
| 300 | |a 1 Online-Ressource (xvi, 244 Seiten) | ||
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| 337 | |b c |2 rdamedia | ||
| 338 | |b cr |2 rdacarrier | ||
| 490 | 0 | |a --For dummies | |
| 505 | 8 | |a Includes index. - Chapter 12: Making Great Exits | |
| 505 | 8 | |a Business Succession Planning For Dummies; Contents at a Glance; Table of Contents; Introduction; About This Book; Conventions Used in This Book; Foolish Assumptions; How This Book Is Organized; Icons Used in This Book; Where to Go from Here; Part I: What Is a Succession Plan, and Why Do You Need One?; Chapter 1: Sowing the Seeds for Long-Term Success; Why You Need Succession Planning; What Makes a Succession Plan Successful; How to Establish Your Succession Plan; Chapter 2: Why Succession Planning Matters; Ensuring the Continuation of Competent Leadership | |
| 505 | 8 | |a Retaining Highly Competent EmployeesKeeping Up with 21st-Century Trends; Recognizing the Consequences of Not Having a Succession Plan; Chapter 3: Pinpointing the Right Type of Plan for Your Organization; Expecting the Unexpected; Laying the Groundwork for Planned Transitions; Strategically Mapping Your Organization's Future; Part II: Creating a Plan and Putting It into Action; Chapter 4: Preparing the Plan: Six Steps to Success(ion); Step 1: Figuring Out What Type of Plan You Need; Step 2: Forming Your Planning Team; Step 3: Determining What Factors Will Influence Your Plan | |
| 505 | 8 | |a Step 4: Linking Your Succession Plan to Your Strategic PlanStep 5: Identifying Potential Candidate Sources; Step 6: Putting It All Together; Now What?; Chapter 5: Implementing the Plan; Collecting Baseline Data; Starting Off on the Right Foot; Garnering Broad Support for Your Plan; Meeting Challenges Head On; Learning from Your Mistakes; Chapter 6: Evaluating the Plan's Implementation; Phase 1: Identifying the Criteria for Measuring Success; Phase 2: Determining the Types of Data You Need; Phase 3: Monitoring Your Plan and Collecting Data; Phase 4: Sifting Through the Data | |
| 505 | 8 | |a Phase 5: Making RecommendationsChapter 7: Overcoming Obstacles in Implementing Your Plan; Anticipating Obstacles and Preparing to Deal with Them; Pushing Past Planning Obstacles; Jumping the Obstacles People Put Up; Solving Process Problems; Staying on Task; Part III: Diving Deeper into Succession Planning; Chapter 8: Covering Key Positions in Your Succession Plan; Leadership Positions: Where You Lead, I Will Follow; Looking Ahead: Fine-Tuning Your Plan for the Future; Making Sure Your Plan Meets Your Organization's Unique Needs; Chapter 9: Figuring Out What You Need in a Successor | |
| 505 | 8 | |a What Are We Really Talking About When We Talk About Competencies?Assessing Current Competencies; Looking At Competencies for Key Positions; Determining Future Competencies; Chapter 10: Identifying and Developing Successors within Your Organization; Creating a Competency Culture; Developing Current Employees' Competencies; Reinforcing Your Competency Culture; Chapter 11: Aiming for a Smooth Transition; Making a New Hire Feel at Home; Handling Successions in Specific Types of Organizations; Dealing with Internal Dynamics; Part IV: Keeping the Succession Ball Rolling | |
| 505 | 8 | |a The fast and easy way to get a handle on business succession planningWhile the demand for effective managers continues to grow, the retirement of baby boomers is producing a sharp decline in the ranks of available management personnel. In addition, the executives of the future are expected to be more sophisticated in order to develop and lead new global and technological initiatives. For these reasons, strategic and often long-sighted succession planning for the eventual replacement of managers at all levels has reached a critical level. Business Succession Planning For Dummies aids managers, h | |
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Datensatz im Suchindex
| _version_ | 1804174956065456128 |
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| any_adam_object | |
| author | Dahlke, Arnie |
| author_GND | (DE-588)1022385542 |
| author_facet | Dahlke, Arnie |
| author_role | aut |
| author_sort | Dahlke, Arnie |
| author_variant | a d ad |
| building | Verbundindex |
| bvnumber | BV042742243 |
| collection | ZDB-4-NLEBK |
| contents | Includes index. - Chapter 12: Making Great Exits Business Succession Planning For Dummies; Contents at a Glance; Table of Contents; Introduction; About This Book; Conventions Used in This Book; Foolish Assumptions; How This Book Is Organized; Icons Used in This Book; Where to Go from Here; Part I: What Is a Succession Plan, and Why Do You Need One?; Chapter 1: Sowing the Seeds for Long-Term Success; Why You Need Succession Planning; What Makes a Succession Plan Successful; How to Establish Your Succession Plan; Chapter 2: Why Succession Planning Matters; Ensuring the Continuation of Competent Leadership Retaining Highly Competent EmployeesKeeping Up with 21st-Century Trends; Recognizing the Consequences of Not Having a Succession Plan; Chapter 3: Pinpointing the Right Type of Plan for Your Organization; Expecting the Unexpected; Laying the Groundwork for Planned Transitions; Strategically Mapping Your Organization's Future; Part II: Creating a Plan and Putting It into Action; Chapter 4: Preparing the Plan: Six Steps to Success(ion); Step 1: Figuring Out What Type of Plan You Need; Step 2: Forming Your Planning Team; Step 3: Determining What Factors Will Influence Your Plan Step 4: Linking Your Succession Plan to Your Strategic PlanStep 5: Identifying Potential Candidate Sources; Step 6: Putting It All Together; Now What?; Chapter 5: Implementing the Plan; Collecting Baseline Data; Starting Off on the Right Foot; Garnering Broad Support for Your Plan; Meeting Challenges Head On; Learning from Your Mistakes; Chapter 6: Evaluating the Plan's Implementation; Phase 1: Identifying the Criteria for Measuring Success; Phase 2: Determining the Types of Data You Need; Phase 3: Monitoring Your Plan and Collecting Data; Phase 4: Sifting Through the Data Phase 5: Making RecommendationsChapter 7: Overcoming Obstacles in Implementing Your Plan; Anticipating Obstacles and Preparing to Deal with Them; Pushing Past Planning Obstacles; Jumping the Obstacles People Put Up; Solving Process Problems; Staying on Task; Part III: Diving Deeper into Succession Planning; Chapter 8: Covering Key Positions in Your Succession Plan; Leadership Positions: Where You Lead, I Will Follow; Looking Ahead: Fine-Tuning Your Plan for the Future; Making Sure Your Plan Meets Your Organization's Unique Needs; Chapter 9: Figuring Out What You Need in a Successor What Are We Really Talking About When We Talk About Competencies?Assessing Current Competencies; Looking At Competencies for Key Positions; Determining Future Competencies; Chapter 10: Identifying and Developing Successors within Your Organization; Creating a Competency Culture; Developing Current Employees' Competencies; Reinforcing Your Competency Culture; Chapter 11: Aiming for a Smooth Transition; Making a New Hire Feel at Home; Handling Successions in Specific Types of Organizations; Dealing with Internal Dynamics; Part IV: Keeping the Succession Ball Rolling The fast and easy way to get a handle on business succession planningWhile the demand for effective managers continues to grow, the retirement of baby boomers is producing a sharp decline in the ranks of available management personnel. In addition, the executives of the future are expected to be more sophisticated in order to develop and lead new global and technological initiatives. For these reasons, strategic and often long-sighted succession planning for the eventual replacement of managers at all levels has reached a critical level. Business Succession Planning For Dummies aids managers, h |
| ctrlnum | (OCoLC)782877165 (DE-599)BVBBV042742243 |
| dewey-full | 658.407 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.407 |
| dewey-search | 658.407 |
| dewey-sort | 3658.407 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| format | Electronic eBook |
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| id | DE-604.BV042742243 |
| illustrated | Not Illustrated |
| indexdate | 2024-07-10T07:08:37Z |
| institution | BVB |
| isbn | 1118223462 1118230213 9781118223468 9781118230213 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-028173111 |
| oclc_num | 782877165 |
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| owner_facet | DE-91 DE-BY-TUM |
| physical | 1 Online-Ressource (xvi, 244 Seiten) |
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| publishDate | 2012 |
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| publisher | John Wiley & Sons, Inc. |
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| series2 | --For dummies |
| spelling | Dahlke, Arnie Verfasser (DE-588)1022385542 aut Business succession planning for dummies by Arnie Dahlke Hoboken, N.J. John Wiley & Sons, Inc. [2012] © 2012 1 Online-Ressource (xvi, 244 Seiten) txt rdacontent c rdamedia cr rdacarrier --For dummies Includes index. - Chapter 12: Making Great Exits Business Succession Planning For Dummies; Contents at a Glance; Table of Contents; Introduction; About This Book; Conventions Used in This Book; Foolish Assumptions; How This Book Is Organized; Icons Used in This Book; Where to Go from Here; Part I: What Is a Succession Plan, and Why Do You Need One?; Chapter 1: Sowing the Seeds for Long-Term Success; Why You Need Succession Planning; What Makes a Succession Plan Successful; How to Establish Your Succession Plan; Chapter 2: Why Succession Planning Matters; Ensuring the Continuation of Competent Leadership Retaining Highly Competent EmployeesKeeping Up with 21st-Century Trends; Recognizing the Consequences of Not Having a Succession Plan; Chapter 3: Pinpointing the Right Type of Plan for Your Organization; Expecting the Unexpected; Laying the Groundwork for Planned Transitions; Strategically Mapping Your Organization's Future; Part II: Creating a Plan and Putting It into Action; Chapter 4: Preparing the Plan: Six Steps to Success(ion); Step 1: Figuring Out What Type of Plan You Need; Step 2: Forming Your Planning Team; Step 3: Determining What Factors Will Influence Your Plan Step 4: Linking Your Succession Plan to Your Strategic PlanStep 5: Identifying Potential Candidate Sources; Step 6: Putting It All Together; Now What?; Chapter 5: Implementing the Plan; Collecting Baseline Data; Starting Off on the Right Foot; Garnering Broad Support for Your Plan; Meeting Challenges Head On; Learning from Your Mistakes; Chapter 6: Evaluating the Plan's Implementation; Phase 1: Identifying the Criteria for Measuring Success; Phase 2: Determining the Types of Data You Need; Phase 3: Monitoring Your Plan and Collecting Data; Phase 4: Sifting Through the Data Phase 5: Making RecommendationsChapter 7: Overcoming Obstacles in Implementing Your Plan; Anticipating Obstacles and Preparing to Deal with Them; Pushing Past Planning Obstacles; Jumping the Obstacles People Put Up; Solving Process Problems; Staying on Task; Part III: Diving Deeper into Succession Planning; Chapter 8: Covering Key Positions in Your Succession Plan; Leadership Positions: Where You Lead, I Will Follow; Looking Ahead: Fine-Tuning Your Plan for the Future; Making Sure Your Plan Meets Your Organization's Unique Needs; Chapter 9: Figuring Out What You Need in a Successor What Are We Really Talking About When We Talk About Competencies?Assessing Current Competencies; Looking At Competencies for Key Positions; Determining Future Competencies; Chapter 10: Identifying and Developing Successors within Your Organization; Creating a Competency Culture; Developing Current Employees' Competencies; Reinforcing Your Competency Culture; Chapter 11: Aiming for a Smooth Transition; Making a New Hire Feel at Home; Handling Successions in Specific Types of Organizations; Dealing with Internal Dynamics; Part IV: Keeping the Succession Ball Rolling The fast and easy way to get a handle on business succession planningWhile the demand for effective managers continues to grow, the retirement of baby boomers is producing a sharp decline in the ranks of available management personnel. In addition, the executives of the future are expected to be more sophisticated in order to develop and lead new global and technological initiatives. For these reasons, strategic and often long-sighted succession planning for the eventual replacement of managers at all levels has reached a critical level. Business Succession Planning For Dummies aids managers, h Executive succession fast Executive succession Unternehmernachfolge (DE-588)4061953-9 gnd rswk-swf Unternehmernachfolge (DE-588)4061953-9 s 1\p DE-604 http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=442169 Aggregator Volltext 1\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk |
| spellingShingle | Dahlke, Arnie Business succession planning for dummies Includes index. - Chapter 12: Making Great Exits Business Succession Planning For Dummies; Contents at a Glance; Table of Contents; Introduction; About This Book; Conventions Used in This Book; Foolish Assumptions; How This Book Is Organized; Icons Used in This Book; Where to Go from Here; Part I: What Is a Succession Plan, and Why Do You Need One?; Chapter 1: Sowing the Seeds for Long-Term Success; Why You Need Succession Planning; What Makes a Succession Plan Successful; How to Establish Your Succession Plan; Chapter 2: Why Succession Planning Matters; Ensuring the Continuation of Competent Leadership Retaining Highly Competent EmployeesKeeping Up with 21st-Century Trends; Recognizing the Consequences of Not Having a Succession Plan; Chapter 3: Pinpointing the Right Type of Plan for Your Organization; Expecting the Unexpected; Laying the Groundwork for Planned Transitions; Strategically Mapping Your Organization's Future; Part II: Creating a Plan and Putting It into Action; Chapter 4: Preparing the Plan: Six Steps to Success(ion); Step 1: Figuring Out What Type of Plan You Need; Step 2: Forming Your Planning Team; Step 3: Determining What Factors Will Influence Your Plan Step 4: Linking Your Succession Plan to Your Strategic PlanStep 5: Identifying Potential Candidate Sources; Step 6: Putting It All Together; Now What?; Chapter 5: Implementing the Plan; Collecting Baseline Data; Starting Off on the Right Foot; Garnering Broad Support for Your Plan; Meeting Challenges Head On; Learning from Your Mistakes; Chapter 6: Evaluating the Plan's Implementation; Phase 1: Identifying the Criteria for Measuring Success; Phase 2: Determining the Types of Data You Need; Phase 3: Monitoring Your Plan and Collecting Data; Phase 4: Sifting Through the Data Phase 5: Making RecommendationsChapter 7: Overcoming Obstacles in Implementing Your Plan; Anticipating Obstacles and Preparing to Deal with Them; Pushing Past Planning Obstacles; Jumping the Obstacles People Put Up; Solving Process Problems; Staying on Task; Part III: Diving Deeper into Succession Planning; Chapter 8: Covering Key Positions in Your Succession Plan; Leadership Positions: Where You Lead, I Will Follow; Looking Ahead: Fine-Tuning Your Plan for the Future; Making Sure Your Plan Meets Your Organization's Unique Needs; Chapter 9: Figuring Out What You Need in a Successor What Are We Really Talking About When We Talk About Competencies?Assessing Current Competencies; Looking At Competencies for Key Positions; Determining Future Competencies; Chapter 10: Identifying and Developing Successors within Your Organization; Creating a Competency Culture; Developing Current Employees' Competencies; Reinforcing Your Competency Culture; Chapter 11: Aiming for a Smooth Transition; Making a New Hire Feel at Home; Handling Successions in Specific Types of Organizations; Dealing with Internal Dynamics; Part IV: Keeping the Succession Ball Rolling The fast and easy way to get a handle on business succession planningWhile the demand for effective managers continues to grow, the retirement of baby boomers is producing a sharp decline in the ranks of available management personnel. In addition, the executives of the future are expected to be more sophisticated in order to develop and lead new global and technological initiatives. For these reasons, strategic and often long-sighted succession planning for the eventual replacement of managers at all levels has reached a critical level. Business Succession Planning For Dummies aids managers, h Executive succession fast Executive succession Unternehmernachfolge (DE-588)4061953-9 gnd |
| subject_GND | (DE-588)4061953-9 |
| title | Business succession planning for dummies |
| title_auth | Business succession planning for dummies |
| title_exact_search | Business succession planning for dummies |
| title_full | Business succession planning for dummies by Arnie Dahlke |
| title_fullStr | Business succession planning for dummies by Arnie Dahlke |
| title_full_unstemmed | Business succession planning for dummies by Arnie Dahlke |
| title_short | Business succession planning for dummies |
| title_sort | business succession planning for dummies |
| topic | Executive succession fast Executive succession Unternehmernachfolge (DE-588)4061953-9 gnd |
| topic_facet | Executive succession Unternehmernachfolge |
| url | http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=442169 |
| work_keys_str_mv | AT dahlkearnie businesssuccessionplanningfordummies |