Organization Development Network of Western New York

Succession Planning Power Point Presentation

Posted in Meeting Notes, ODN of WNY Members, Succession Planning by Michael Cardus on March 22, 2012
Succession Planning 3P Associates

View more presentations from Brian Pettit


Brian Pettit of 3P Associates shares his presentation on  Succession Planning.


Succession Planning–ODN of WNY February 2012 Meeting

Posted in Facilitation, ODN of WNY Members, Organizational Development, Programs, Succession Planning by Michael Cardus on January 25, 2012

“Succession Planning”

Brian Pettit and Pete Wendel

Thursday, February 9, 2012
8:30 am to 11:30 am (8:30 am to 9:00 am – networking; 9:00 am to 11:30 am – meeting)
New Era Cap, 160 Delaware Avenue, Buffalo, NY 14202
RSVP to Kate Kane at
Parking is available in the New Era visitor’s lot, on the street, or in various lots/ramps located within a block of New Era. Refreshments are available for purchase in the New Era cafeteria by requesting a visitor’s pass from the lobby receptionist.

Meeting Overview

Every organization, from small, closely-held businesses to multi-national companies, needs to be continuously planning for the future of their leadership.
In closely-held businesses, the focus is on transition planning – the transition of the current owner(s) out of the business into the next phase of their lives and the development of the next generation of leaders/owners. In larger companies, the focus is on continuously identifying the company’s future direction and talent needs, as well as each individual’s strengths and weaknesses, and developing the future leaders at all levels of the organization incorporating the strategic plan, the staffing plan and the succession plan.
Although each organization has different dynamics, there are common themes. Brian and Pete will explore the commonalities and describe how different companies can apply them. They will introduce ideas on how OD practitioners can develop and integrate systems to work with their various clients. A few sample forms will be shared that illustrate the key concepts. Brian and Pete will show how HR professionals can strengthen their business partner role through strategic integration with operations.

Speaker Bios

Brian Pettit is founder and Principal Facilitator of 3P Associates, a human resources consulting company.
He has formed lasting alliances with Choice Employee Benefits Group, Life Science Link, EKWard, Beaver Hollow Conference Center, and teaches leadership, quality, and lean manufacturing for UB, Canisius, ECC, many for-profit companies and non-profit agencies. Brian brings 25 years of professional HR experience as a business partner in high tech aerospace (Moog), electronics (Motorola), pharmaceuticals (Invitrogen), food processing, hospitals, financial services and service organizations. He has significant experience in business process improvement, staffing and succession planning. Brian has taken a leadership role in ASTD, SHRM, and the United Way Executive Service Corp. He is certified in several organizational development best practices including DDI, Langevin, Mager, Insala, and ADP.
Brian achieved master trainer certification in leadership curriculum at Motorola University, where he conducted train the trainer sessions.

Pete Wendel’s passion is organizations and people. His specialization is transition planning for business owners. In 1990 Pete founded the Peter Wendel Group (now Life Work Transitions) to help business and organizational leaders in the areas of strategic planning and implementation, team building and personal coaching. Recently, in anticipation of the large number of ‘baby boomers’ considering retirement, he refocused his practice on transition planning issues. Prior to 1990, he was president of WENDEL, a consulting engineering firm (now The Wendel Companies, Architects and Engineers). During his 32 years with the firm he led the company through two ownership transfers and he and his partners grew the firm from a small local firm to become the largest locally owned consulting engineering firm in Western New York. To learn more about Pete’s philosophy and about Life Work Transitions please visit his web site  and his blog .

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Millennials and Leadership

Posted in Diversity Facilitation, Succession Planning by Michael Cardus on November 5, 2010

Millennials are the largest generation in American history and they are rapidly entering the workforce. In order to retain and grow top Millennial talent, leaders will need to adapt their leadership style to accommodate Millennials. Understanding Millennials will help the leader to engage them as followers and eventually develop them as leaders. In this article, LeaderLab’s own David Burkus presents six ways to engage Millennials as followers and retain them long enough to grow them into assets in any organization.

Developing the Next Generation of Leaders – LAO


From my friend Dave Burkus of LeaderLab

michael cardus

SELLING DILEMMAS Retirement Challenges Every Business Owner Must Face

Posted in ODN of WNY Members, Succession Planning by Michael Cardus on March 20, 2010

Dilemma: A situation involving a choice between equally unsatisfactory alternatives.

Sooner or later, all business owners will face a time when they need to make decisions about their future – specifically their retirement. They love what they are doing but they recognize that ‘things are changing’ and they have to change, too. They want to stay but know they must step aside. They face two dilemmas.

One dilemma is the choice between staying with the business because they love what they are doing versus holding on for too long and stifling the company’s future, dragging it down, and burning up their personal net worth (retirement income) in the process.

The other dilemma is the choice between selling internally – to family, partners, staff – expecting to leave a legacy versus selling to an outside buyer, generating more retirement income but giving up hope for having an impact on the future of the company.

Resolving both dilemmas depends upon the selling owner making strategic decisions well in advance of the time when he or she must begin execution.

The issues are both personal and business related but the beginning point is personal. The seller’s personal decisions will provide the framework for the business decisions that will follow.

Both dilemmas are difficult to resolve unless the owner is willing to make and execute choices – to look forward, to create a new life style that is as equally attractive and potentially satisfying as running the business. I call that "Building a boat to step onto before walking off the dock."

Over the next several articles, we will look into these two dilemmas and explore strategies for business owners to resolve them – to make their "Grand Transition" into the "Third Phase" of their life.

Pete Wendel

Gen Z – what comes next?

Posted in Organizational Development, Succession Planning, Team Development by Michael Cardus on July 28, 2009

I came across this amazing article about generation Z – the children of Gen Y kids. One thing that stood out to be is the unique naming and the increased individuality of Gen-Z, which is the opposite of the team mentality of Gen-Y.
As I read it I was amazed and kept thinking how will this apply to our organizations as many of us will teach, hire, train, work with and lead genZ.
Please read the article and I would be interested in hearing any of your thoughts and perspectives.
Here is small clip: to read the entire article click here
How does this affect the workplace? A wider range of people can do cognitively challenging jobs. And, if you think Gen Y is obnoxious about being better at processing information than the older people, think how Gen Y will feel when the next generation tells them their IQ is much higher. And they’re right. Gen Y will be getting on the Adderall bandwagon to stay competitive the way Baby Boomers today get on Facebook.