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Succession Strategy for Today and Tomorrow: It’s Not Just for Emergencies; It’s a Leadership Development Strategy
- The focus of this webinar is to learn the elements of effective succession planning and will include these six objectives
- Discover the seven deadly sins of succession planning: What not to do!
- Examine the pros and cons of insiders vs outsiders to fill specific positions: Which is better?
- Understand the 70-20-10 rule for developing your future leaders: What it is and how to use it
- Identify the 10 best practices that high performing organizations use for grooming outstanding leaders
- Review the 5 steps that must be followed to build a culture that supports development from the top down
- Utilize the Center for Creative Leadership's 3 key elements with examples for successful leadership development: Assessment - Challenge -Support
Overview of the webinar
Succession planning is not just naming the new CEO. In fact, it's not about putting a name behind a title at all. That is called replacement planning. And when it is only used during times of crisis - when a company must name somebody to fill a vacant role quickly - that’s not succession planning either. That is crisis management.
The goal of succession planning is to continuously identify and develop high-performers capable of meeting the present and future needs of the organization. It should include a formal identification process supported by leadership development that builds leadership capacity within the organization.
Organizations are only as strong as their leaders. High-performing organizations make leadership development, at all levels, a top priority. So how does your organization shape up? Which of the top best practices from high-performance companies is being used in your organization to develop leaders? Which of these practices should you consider adopting to develop your future leaders?
- This webinar will cover these key areas for effective succession planning.
- How to identify your potential leaders who can assume greater responsibility in the organization.
- The variety and impact of various development experiences to those that can move into key roles.
- How to engage the leadership in supporting the development of high-potential leaders.
Who should attend?
- CEO's
- COO's
- VP of Human Resources
- Chief Learning Officer
- Directors
- Project Managers
- Operation Managers and Supervisors
- Team Leaders
- Human Resources Professionals
- Business Unit Managers
- Boards of Directors
- Senior Management Teams
- Executive Teams
Why should you attend?
We are finally coming out of an incredibly challenging and stressful pandemic year and moving into a still uncertain 2022! Life and the workplace have changed and will continue to change. What will the new normal be like?
For most organizations and their leaders, the new normal is and will continue to evolve for some time. So, why be concerned with succession planning when you, as a human resource or senior or line manager have so many other problems to deal with?
The reason is that the pandemic had created massive challenges for every organization- big and small. And effective leadership will be more crucial than ever for your organization to thrive in this new normal. Therefore, best-practice organizations utilize succession planning to not only prepare for potential leadership challenges, but also rely on such plans to develop and maintain the strong leadership that is required to grow and keep pace with changes in their business, industry, and the overall marketplace.
The heart of succession planning is to identify and build your future leadership at all levels. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement into ever more challenging roles. This will guarantee that you have a strong leadership bench on hand to quickly fill the new or vacated roles as well as deal with the unexpected challenges that can occur during this new normal.
Faculty - Ms.Marcia Zidle
Marcia Zidle is a board-certified executive coach, business management consultant and keynote speaker, who works with organizations to leverage their leadership and human capital assets that results in higher performance and profitability.
She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.
She brings an expertise in social and emotional intelligence; executive and team leadership; employee engagement and innovation; personal and organization change management.
She has been selected one of LinkedIn Profinder’s top coaches for the past 5 years.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org