Is your talent pipeline bleeding from both ends? Audit if your current and future leaders are at risk of leaving you.
Q1: Let’s look at the top. How many mid-to-senior managers do you currently have leading teams?
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Q2: Over the last year, what shifts have you noticed in your leadership team?
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Q3:The data shows that 1 in 5 working parents is thinking about quitting right now just to manage the youth mental health crisis at home. What percentage of your leaders do you suspect are quietly carrying this mental load?
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Q4: Now let’s look at the bottom. Roughly how many new grads or early-career professionals join your team each year?
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Q5: When you assess your newest hires, how would you describe their overall mindset and engagement?
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Q6: Only 6% of Gen Z actually aspire to become senior leaders. Looking at your early-career team, how many actually possess the drive and human skills to eventually replace your current managers?
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Q7: When you factor in recruiting, onboarding, and lost momentum, what does it realistically cost your business to replace a single burned-out senior manager?
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Q8: How are you currently equipping your people with the human skills (emotional regulation, radical empathy, relationship building, etc) needed to survive both a crisis at home and an AI-driven workplace?
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