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How do you measure bench strength?

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Number of successors for a role, diversity of succession pipeline, readiness level of each successor. A simple rule of thumb that you can use is: you want at least 3 possible successors, one immediate; one in 12-18 months, one in 18+ months. Those combos can change. There isn’t an objective formula for what “good” bench strength looks like.

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How do you determine readiness? Qualitatively?

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You could do it quantitatively as well, I guess but hard to measure some of the constructs associated with leadership behaviour. We used a combination of psychometrics, interviews and performance history over time in the current role.

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Just got laid off. Why hire so many people if you don’t have the work to support the staff? We can’t always control our bench time. This firm really is the fucking worst

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I predict Kaepernick signs with the Ravens, kneels before every game, and then sits on the bench as the back-up to Lamar Jackson. If he really wants to play, that is.

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Fuck my project and fuck my manager can't wait until roll off date.

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Getting pigeonholed in my current project. New opportunity for a stretch role in another project. Worked with both PPDs before and will get great reviews either way. Worth trying to roll off?

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That feeling when the HR/Talent head of your service line let’s you bill a project for the time they kept you on the bench and decided to go with another consultant. Thanks for the util!

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Hi! How long is the bench duration here? Is there lack of projects?

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Restless on bench. Then found out about the Hoboken train crash. How does this happen in such a busy train station.

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