All too often we engage with companies who realise their boardroom will be retiring in the next 3 to 5 years and there is no robust succession plan in place. At this point, the only option is to recruit externally, but how can you avoid this and ensure you have talent internally who can step up?

Here are some good ideas around the key qualities you should be evaluating when recruiting your future leaders from the millennial talent pool. Supported with a well thought out coaching and mentoring plan, securing some young but exciting raw ingredients (millennials) for your business will ensure you have options when succession planning.