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Linda Ginac on Muck Rack

Linda Ginac

Austin
As seen in: Entrepreneur, PRWeb, CEOWORLD Magazine, HR Daily Advisor, Recruiter.com, Workspan Magazine, HR.com, IRIS.xyz, HR Tech Outlook, Butane-Propane News and
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Articles

Your Biggest Succession Risk Isn’t in the C-Suite

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By Linda Ginac
| Advisorpedia
Most talent review processes are built around a trigger: someone announces they are leaving. That’s the problem. By the time the departure is visible, the readiness gap has already been forming for years. And if your organization is like most, that gap is not sitting at the top of the house. It’s sitting one or two levels below it. The talent review process — the structured exercise HR calls a “talent review” and the board calls “succession planning” — gets the C-suite right and the VP layer wrong.
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The 2026 Guide to Career Pathing for Building Skilled Workforces

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By Linda Ginac
| Butane-Propane News Verified
Career pathing has become a critical workforce practice across industries, especially those that rely on skilled, certified and field-based employees. As organizations face shifting skills and an aging workforce, the ability to help employees see a future inside the company has become a business imperative. Career pathing provides a structured way for employees to understand how they can grow, what skills matter most and how increased capability connects to business needs.
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Why Your 2026 Plan Lives or Dies on Performance Management

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By Linda Ginac
| Advisorpedia
Performance management has long been viewed as a tedious task — a set of forms to be filled out, filed, and revisited at year-end. For leaders trying to do more with less, that process won’t carry organizations through 2026. The companies that succeed will be those that treat performance management as the foundation for succession planning, compensation, and workforce planning. Traditional performance reviews were built for a slower era.
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