Maybe those people in the corporate world who are nearing retirement can be excused for feeling a bit superior as they witness the mounting concern over finding their successors. But if they’re loyal to their company and just a little bit responsible to society, they know it’s their problem, too.

According to global outplacement consultants Challenger, Gray & Christmas, CEO departures from U.S. companies increased 12 percent in 2006 to a record total. One business consultant predicts that 50 percent of all C-level executives will retire in the next five years.

And now, more observers are questioning the talent pool available to replace them.

The Corporate Executive Board recently conducted an international poll of senior human resources managers, and found 62 percent of them were worried about company-wide talent shortages.

The Institute for Corporate Productivity reported last week that two-thirds of organizations with formal succession planning programs plan to change them. Most of the respondents said they suffer from a lack of qualified candidates.

Even though Central Iowa is steadily becoming more attractive to outsiders, we have to acknowledge that it’s harder to draw new talent here than to more glamorous locations. Also, the top performers here might be tempted to head for a bigger stage.

That suggests companies here might have to work even harder at solving this problem.

How? Every company should do its part to improve the area – and do what’s needed to keep the talent it already has.

The Saratoga Institute conducted 19,700 exit interviews of key employees leaving companies. Although 85 percent of managers said they thought their top people left for more money and opportunity, the survey found that 80 percent left due to poor management and leadership or a dysfunctional work culture.

Sounds like a starting point.