FREE resources
Client log in
HR
Last week I lost the power cable for my laptop. Or rather, I left the last one I owned at a training venue.
I used to have two power packs (I left the first one at a training venue too, a pattern seems to be emerging here…) but last week I was down to one, and I managed to abandon it, never to be seen again.
Then my laptop kindly advised me I was running low on battery.
What can only be considered as expert rationing of power, last seen in the 70’s, I made sure I sent essential emails and hunted for a replacement online before the inevitable happened.
I was now incommunicado, digitally speaking of course.
For a whole 24 hours I had to do everything from an iPad (anyone who has tried to fill in spreadsheets and format long documents on an iPad will know how frustrating and unproductive this can be). Finally, the following day (at 3.17pm to be precise), when UPS arrived at the door, I was back online.
I meant to get a spare a while back, but other things just took over and it seemed like a low priority at the time (‘at least I have one power pack and I’m going to make sure I don’t leave it anywhere’ I kept thinking). Taking 10 minutes to order one online and spending £20 or so, I could have saved myself an enormous amount of hassle. The cost of not having a spare has far outweighed the cost of buying one.
This episode made me consider how well prepared we are in business to deal with the unexpected little losses that don’t seem that likely but when they do come along, can cause great inconvenience and delay. Having an effective back up process is critical.
As leaders and decision-makers in our businesses, we may be lucky to have a steady, committed and engaged group of employees who work well together and provide a stability for our customers, our income and our bottom line.
However, what if despite our best intentions, the unforeseen happens? Something, which is beyond our control? How well prepared are you should one of your key employees leave, do you have a talent pipeline that can plug the gap?
Recently we have spoken to a few SMEs about their recruitment strategies. Although not concerned about their ability to recruit the best people, we find that they often don’t consider their future talent requirements.
Many SME leaders start out thinking that succession planning is for big organisations and is something that takes time and resources, which frankly they don’t have. However, we have challenged that thinking and helped them to develop strategies in which they can use some the lessons learned from bigger business, without the hefty drain on resources.
Edward de Bono said “If you cannot accurately predict the future then you must flexibly be prepared to deal with various possible futures” (and always carry a spare power pack).
Latest posts by Diane Pagett (see all)
