Steve VanValin

Family business succession is never just a handoff. It’s a deeply complex process shaped by personal relationships, emotional stakes, and evolving governance needs. Jason Hecker and Phyllis Campbell offer a clear-eyed view of why so many transitions falter—and how families can plan with foresight, structure, and trust. This is essential reading for anyone navigating leadership change in a family-owned company. Read the full article: https://ego.nz/45CvIfj #SuccessionPlanning #FamilyBusiness #Governance

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Search any HR blog or inclusion strategy guide today and you’ll find the same language: Create psychological safety Foster a sense of belonging Build inclusive leadership competencies These are good intentions. But in practice, they often translate into soft actions: A training session. An ERG. A calendar post during Black History Month. None of that rewires the system. Continue (https://lnkd.in/eqdCFcpS)

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Few board responsibilities are as critical (or as varied) as CEO succession planning—yet there’s no universal blueprint for how best to approach it. Our 2025 Board Culture and Director Behaviors Study shows that boards take very different approaches: some manage succession at the full-board level, others rely on special committees or informal groups, and leadership of these efforts can fall to independent board leaders or committee chairs. In my experience advising clients, I’ve learned there’s no one-size-fits-all solution, but rather key ingredients: a thoughtful timeline, rigorous candidate evaluation, and active director engagement. These are what truly set boards up for resilient leadership transitions. How has your board approached CEO succession planning, and what’s worked best for you? If you’d like deeper insights into how boards organize for succession planning, explore our latest article: https://bit.ly/48j3eIW

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📊 Gallup’s 2025 engagement report shows that only 32% of employees are engaged. But low engagement isn’t just a leadership problem. In my latest whitepaper, I explore why these numbers are actually symptoms of systemic dysfunction and how leaders can redesign their organizations to thrive under today’s pressures.

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The 🍊County Chapter of the International Coaching Federation has invited me to share some tradecraft that can help boost the effectiveness of coaches and OD consultants. This session will define OD and demonstrate how coaching, when applied through a developmental lens, creates learning organizations that prioritize personal growth, reflection, and continuous innovation. Coaching in OD emphasizes the importance of #ReflectivePractice—structured moments of introspection that enable leaders to assess their values, biases, and assumptions, and to engage in deeper, more productive dialogue with others. Through this lens, #ConstructiveDevelopmental Theory provides a model for coaching that helps leaders move beyond reactive problem-solving to #StrategicAdaptation, enabling them to manage unexpected challenges with resilience. At the heart of this approach is the development of reflective practitioners. Reflective practitioners deliberately analyze their own internal processes—values, emotions, strengths, and blind spots—so they can respond thoughtfully to complex situations. In OD, this concept is formalized as Use of Self: the intentional application of self-awareness to interactions and decision-making in organizational contexts. #UseOfSelf encourages OD professionals to bring their full, authentic selves into their work, enhancing their ability to connect with others, facilitate change, and generate long-term impact. Linda Denton, BCC, PCC, DTM Organization Development Network Asia Organization Development Network (AODN) GREATER ORLANDO ORGANIZATION DEVELOPMENT NETWORK OpenSourceOD International Society for Organization Development and Change IODA - Co-creating a global OD community https://lnkd.in/gczJj8HJ

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I read an interesting article published by Gallup called "Anemic Employee Engagement Points to Leadership Challenges". The article talks about employee disengagement. In this video I explain the details in the article and how to fix it. If you are a small business owner, I highly recommend you read it (Link in the comments). If nothing changed about how you engage your team, where do you think your business would be 12 months from now? #smallbusiness #employeeengagement #leadership #Day3LinkedInVideoChallenge

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Succession planning is a strategic imperative that is evolving from a reactive measure. Many organizations still lack formal frameworks, risking leadership continuity. Companies must embrace transparency and data-driven methodologies to cultivate a robust leadership pipeline. This proactive approach mitigates disruptions and fosters resilience in times of change. As the business landscape shifts, integrating continuous assessments and tailored development plans is essential. Prioritizing succession planning positions organizations for sustainable growth, ensuring leadership transitions enhance long-term success. The challenge lies in translating awareness into actionable, structured strategies. #successionplanning #leadership #management

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Leaders who coach are great at developing talent for their organizations. But there isn’t a one-size-fits-all coaching approach. Matt Kovatchis, CPCC's, a certified co-active leadership coach, shared three different objectives you might consider for the various conversations that you have with others.  

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Traci Austin, MPA, SPHR, SHRM-SCP, PCC, founder of Elevated Talent Consulting, joins me this week to dive into the topic of mindset and employee engagement. She and I explore how workplace culture is shaped from the top down, beginning with leadership. Traci also offers valuable tips on boosting engagement and building a stronger, more connected culture. You’ll walk away with fresh ideas to energize your team and lead with intention.

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