Survivor vs. Survival Mode: A Forecast for 2012

Accelerated leadership paths will become commonplace as companies push their talent through the ranks to bridge the skills gap. The key here is to develop your potential leaders now to avoid succession gaps in the future.  

Mentorship builds leaders

As we prepare that next generation of leaders, the best way to hand off knowledge is to engage less tenured employees through mentorships. Invite mentees to observe meetings and work alongside them with tasks they show interest in. Younger employees are eager to soak up knowledge and take on a more strategic role. Further, the best way to hand down company culture is by building these relationships. 

Social media takes center stage

To stand out to potential employees, organizations must return to and revitalize their social branding strategy. Social media will only become more prevalent in 2012. Job seekers are using social media now more than ever to research potential employers. Having a large number of employees, including an executive presence, on LinkedIn is appealing to candidates and offers tremendous insight into company culture. A Twitter account increases your company's brand awareness, which also appeals to job seekers. Take to Twitter to post company updates and use hash tags to help them stand out. Social networking puts thousands of industry professionals at your fingertips; take advantage of the opportunity to brand yourself!

Diversity and women's leadership issues demand attention

The glass ceiling may be broken, but equality is yet to be achieved. According to the BLS, women hold an average of only 18 percent of the highest leadership positions. For the insurance industry alone, that number is even lower. With an increasing number of females representing the consumer market, companies will be wise to promote women in leadership. It is time for executive sponsorship of women to advance them to the C-suite and officer level. The challenge is alive for our "enlightened males," those who understand the importance of diversity and equality in leadership in the insurance industry.

Workplace diversity issues extend deeper than a lack of females at the executive table. Generation, race and culture, among other differentiators, all factor into an inclusive environment and contribute to an overall diversity of thought. Take part in industry networking groups to meet a larger demographic and hear stories of other companies' quests to diversify their organizations and the benefits they've enjoyed.

Retention is key

Lastly, and perhaps most importantly, retention will be key as hiring competition heats up. Survivor companies recognize their most important asset is their talent. Chances are your top performers will have access to multiple job opportunities with competitors in the coming year. A re-energized retention strategy will provide motivation to stay. Not all retention tactics have to be costly. Think outside the box for rewards to keep employees engaged, such as company-wide recognition or an extra day off. Let your valued employees know they have a place in the organization's future. If you have created a workforce development strategy, you are off to a great start!

Attitude is everything. A proactive stance will keep your company out of Survival Mode and among the thriving Survivors as we navigate the opportunities and challenges of the coming year. In order to gain an edge on competition, do not wait for a full economic turnaround to re-evaluate hiring plans. With the talent shortage looming, take advantage of marketplace changes by strengthening your talent pipeline now. If your firm can master the innovation game to create new engagement tactics and ignite your corporate brand, top talent will be drawn to your organization. Do not question whether your organization will recover, question whether it will be able to take advantage of opportunities when they arise. The time is now. As one leader cried, "Carpe diem!" And did I hear murmurs about a hard market ahead?