Implementing an Effective Succession Plan to Identify, Develop & Retain Your High Potentials

Pete Tosh
Recording Webinar Available @All Days
Recorded Webinar
  

Description

Fortune 500 companies and small family businesses alike share a business need - ensuring that they have the talent necessary to effectively lead their organizations in the future. One of the most significant contributions a leader can make is insuring his/her business’ continuity and sustainability - by having employees who are willing and capable of filling each key position with a plan for doing so when the need arises. Succession Planning is a:

  • a deliberate, systematic process of anticipating the need for talent and ensuring that the necessary employee competencies and experience are available when needed in the future
  • a strategic approach for avoiding an undersupply of talent, enhancing the organization's current talent pool, and meeting its future needs

 Not having a Succession Plan can be costly and sometimes disastrous; it's expensive to recruit, interview, select, onboard and train a new leader and significant opportunity costs are incurred when a key job is not being performed.

Who should attend?

  • HR Professionals New to the Field - seeking a comprehensive view of the subject with multiple application initiatives

  • Experienced HR Professionals - seeking a refresher
  • Leaders and Managers - interested in understanding both how a Succession Plan benefits an organization and how to implement one

Why should you attend?

The primary objectives for and deliverables of a Succession Planning program are to:

  • Sustain the business through a deliberate and systematic effort to anticipate and ensure leadership continuity in key positions
  • Retain and develop the organization's high potential [HiPos]
  • Encourage individual development by:
    • Identifying career paths 
    • Conducting formal performance appraisals
    • Providing daily coaching
    • Creating Individualized Development Plans [IDPs]

What you'll learn?

  • Succession Plan Defined

    • A deliberate, systematic process of anticipating the need for talent and ensuring that the necessary employee competencies and experience are available when needed
    • A strategic approach for avoiding an undersupply of talent, enhancing the organization’s current talent pool, and meeting the organization's future needs
  • Objectives and  Benefits of Succession Planning
    • Sustain the business through a systematic effort to ensure leadership continuity in key positions
    • Attract, retain & develop high potentials [HiPos]
    • Encourage HiPos development by:
      • Identifying career paths
      • Conducting performance appraisals
      • Providing daily coaching
      • Creating Individualized Development Plans [IDPs]
      • Holding Talent Review meetings
  • Tools and Processes Commonly Utilized for Developing and Implementing 
    • Self-appraisals and career goals
    • Performance appraisals, 360 feedback, and ratings
    • Assessment instruments
    • GE grid
    • Individual development plans [IDPs]
    • HiPo talent development interventions
    • Talent review meetings 
  • What an Organization, its Leaders, and the Program Participants Need to Do To Achieve an Effective Plan 
  • What an organization needs to do:
    • Supply funding/budget
    • Establish a clear vision and guidance for the program
    • Develop a formal, written program
    • Announce the objectives of the program to all employees
    • Ensure that all leaders and managers support the program 
  • What the leaders need to do:
    • Have job descriptions developed for their teams
    • Conduct effective, formal performance appraisals
    • Identify employee developmental areas
    • Share their knowledge and experience
    • Involve employees in more of the leader's responsibilities
    • Facilitate the completion of IDPs for all Hi Pos
  • What the program participants need to do:
    • Conduct self-appraisals
    • Identify their desired career paths
    • Learn as much as they can about potential future assignments
    • Perform to their capabilities
    • Complete their IDPs
    • Develop the employees reporting to them - so they have successors
  • Potential Measures of the Program’s Success
    • Whether there is, at least, one successor for each key position
    • Having developmental goals and IDPs established for each successor
    • Determining how much of their manager’s job the successors can perform
    • Determining whether successors can perform their manager's jobs when they are unavailable and evaluating their performance during those times

Training Options

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Recording
   $229  

Transcript (Pdf)
   $229  

DVD
   $249  

Recording & DVD
   $389  

Recording & Transcript (Pdf)
   $379  

DVD & Transcript (Pdf)
   $389  

Unlimited Access
   $1499  

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