Randall Cheloha

PLEASE NOTE
The Mercer Management Journal is dead. If you click through you will be taken to the Internet Archive site to find an archived copy.

Developing and promoting internal talent who are already performing successfully within a company’s unique culture is preferable to hit-or-miss recruiting of senior executives from the outside. For one thing, success in senior positions depends on whether a new leader is accepted by his or her peers; so many external candidates fail because the culture rejects them. For another, promotions send a signal that an organization values its current cadre of managers. Yet, too often, companies overlook the talent within their ranks and seek a savior from outside.

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