Mid-management is what’s missing in most company’s talent pools, and with the impending baby-boomer retirement wave, many companies will only be left with recently graduated, entry level talent. This can spell rough seas ahead for many organizations, according to this blog post by Lora Cecere So, what is the opportunity for supply chain leaders to mitigate issues with mid-management supply chain leader retention? The answer lies not with benefits, image or salary. Instead, the primary drivers to mitigate the pain are clear definition of career paths, the opportunity for cross training and skill advancement. Interestingly, in the face of this looming issue, only 16% of companies are increasing their budget for supply chain training. For manufacturers and distributors, current training is typically left up to the individual or offered as part of a project. Only 18% of companies have a clear road map with a preset budget for supply chain leader training. This is problematic. This is an issue that will only become more painful as time rolls on, According to a recent Supply Chain Insights survey, sixty percent of companies have positions that are open, but are having difficulty filling those positions when they relate to mid-management, supply chain planning leadership opportunities.