When Duncan came to our organization, he recognized the need for a robust talent management approach. He created a succession planning strategy to combat the threat of an aging workforce, and designed and executed leadership plans across the entire organization — from C-Suite down to the senior manager level. He was also a strong believer in the value of Individual Development Plans (IDPs) for each person – by division and segregated by hi-potential or emerging leader, senior leader and executive leader. Duncan also knew that on-going coaching and support for leaders and managers tied to their IDPs created sustainable growth and development. He orchestrated a yearly Leadership Summit to host 450 leaders, and facilitated breakout sessions to drive key people initiatives down into the organization. Duncan was a great asset for our organization’s leadership development strategy!