People Succession

People Succession: Lessons from Forward Thinking Executives in Middle-Market Companies


by Carol Bergeron


A must read for executives and board members driven to manage workforce risks so that business goals can be achieved. Learn more

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What's Your Take?

Which factor prevents your organization from doing people succession (PS)? Please select your top choice:

About Bergeron Associates™

Bergeron Associates™, founded in 1998, transforms leaders into talent magnets so that they attract, develop, and retain the right mix of people with the right capabilities to help organizations soar. Our passion is to help people and organizations be successful through a mix of consulting, coaching, facilitation, and advisory services delivered on a project or retainer basis.

Learning & Organizational Development Go To Resource - We build, strengthen and manage all or part of your learning & development program to: accelerate the development of capabilities in people, increase employee productivity, engagement and retention, improve enterprise performance, reduce costs and preserve intellectual capital. 

People Succession - We help you preserve mission critical capabilities, improve business continuity, reduce the risk of business underperformance due to planned and unplanned job vacancies, build the next generation of leaders and engage in rich conversations with your board by:

Talent Management System Assessment - 
Through a fresh set of eyes we assess the effectiveness of your talent management system resulting in a road map for optimizing the employment experience throughout all phases of the employee life cycle. 

Enterprise Performance Management - We help you align people, projects, process and resources so that business objectives are achieved more quickly.

Strategic Human Resources - We work with you to align people practices with strategic direction & goals, culture, and core values of the organization.

Bergeron Associates™ talent management solutions:

  • are grounded in the strategic goals and culture of the organization,
  • capitalize on existing strengths, and
  • are built collaboratively to maximize organizational fit and commitment.