For several years we have been hearing about the impending talent shortage that will surface as boomers reach their 60s–that day has arrived. It is not just boomers; it is the effect of lower birth rates and also a strong economy. Together these three scenarios are forcing organizations to include a level of planning to insure the talent they need. This becomes a new area of challenge and opportunity for the HR consultants.

During much of 2006 and now into 2007 Dr. David Miles has been spending more and more time providing direction and consulting services to organizations who need detailed Succession Plans put in place for their management teams. Presently David is working with three associations that are at different stages of the process.

David summarized the process: “Completing a succession plan involves many considerations so that the approach is in sync with the current and future operating guidelines. For example: 1) Does the organization possess internal talent for growth in the succession plan? 2) Has the organization consistently over time operated a management planning and development system to assist the team in growth? 3) Have leadership competencies been identified that focus on key positions? and 4) Does the organization have a strategic plan for the next 3 to 5 years? These and a number of additional factors dictate guidelines for a succession plan systematic approach to future talent needs.”

Succession Planning is emerging as a critical program service that Miles LeHane Companies provides. Dr. David Miles is able to call on his long corporate career in managing large groups of people and his human resources management experiences to articulate the key elements businesses need to consider in planning their future executive management.

Miles LeHane Joins OI Partners

David and Melanie Miles traveled to Las Vegas in February to accept the invitation for Miles LeHane Companies to become the newest member of OI Partners. Established in 1987, OI Partners is a corporation of career consulting, executive coaching, leadership development and outplacement professionals located in more than 180 locally-owned offices in 24 countries. “Our mandate for program excellence is closely mirrored by OI Partners,” David Miles said. “With this global presence and the expanse of qualified consultants, Miles LeHane will be able to use this affiliation to greatly enhance its reach into broader international markets of our current client base.

For a number of months during 2006, Miles LeHane was handling referral outplacement clients from OI Partners, and on a few occasions they supported us in a like manner. As you can appreciate, it is difficult for a small independent company to compete with customized programs in a David and Goliath manner with the large career management firms. But with this new affiliation, Miles LeHane Companies will be able to get its arms around a more varied array of assignments. We are excited to part of this highly regarded network.

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Learning Curve Highly Successful

Miles LeHane’s Dr. David Miles put on a different hat this spring and made a run at a seat on the Leesburg Town Council. Having adopted a low profile over the years in Leesburg, he knew he had to become visible and make his positions known in a short period of time. The council of six, plus the mayor’s seat, was vacating three seats. Nine men entered the race, while the incumbent mayor ran unopposed.

On May 2, the votes were cast, and David’s candidacy did not prevail. But he said afterward that he did gain needed visibility and recognition of his positions. He learned a great deal about town politics and plans to stay involved in the process. In two years there will be another election for which he will be much better prepared.

GLENFIDDICH FORUM FOR WOMEN
Spring Meeting – Held Wednesday, March 28, 2007

Mullens Inspires Women’s Forum

On Wednesday, March 28, Dr. Liz Mullens spoke to the networking gathering of the Women’s Forum on the subject of Women in Leadership. Forty women representing a diverse mix of professions and backgrounds sat on the edge of their chairs as Liz illuminated “women in leadership”: statistics on successes to date, what it is, barriers to it and what individuals can do to set themselves on a path toward leadership.

Liz pointed out that leadership is a choice one makes, that it is important that men as well as women be educated on the diversity existing between the genders—and that leadership is all about mentoring. She quoted Muzette Hill: “When every first makes it her business that there will be a second.”

This was not a one-sided lecture. Liz involved her audience throughout, asking rhetorical questions, such as “Am I willing and able to prepare myself to lead?” “Am I creating a context in which others are willing and able to lead?” And Liz asked a couple of questions asking for audience input—“What changes in your organization could allow increased participation of women in leadership?” “How can I impact that change?” To all of the discussion there were no sure-fired answers found. But the 40 women in attendance certainly went away with lots to think about.

Dr. Liz Mullens is Provost and Vice President for Academic Affairs at Pennsylvania College of Technology. Much of her career has been focused on women’s leadership initiatives.