Description:-

Companies that don’t have effective succession planning strategies in place often find themselves having gaps in their key leadership team, with no possibility of promoting someone from within. This often occurs not because there isn’t anyone qualified, but because the company hasn’t taken the time to determine who on their staff has the potential and desire – to move up or started preparing such individuals to do so.

Attend this informative session for ideas and strategies you can apply to establish a formal mentoring and training program for developing future leaders. When you find yourself in the position of having to look outside for key leaders simply because you did not bother to develop your internal talent, you end up running the risk of bringing in someone who may have the skills that you need and who “looks good on paper” – but just is not an appropriate fit for the culture of your organization. Doing so can result in significant culture and morale problems.

Additionally, when you fail to provide a formal way for ambitious employees to throw their hat in the proverbial ring for leadership opportunities, you may end up losing your people who have the greatest potential. That’s because talented workers who want to advance are just not likely to stay in jobs where they see the company failing to groom the next generation of leaders and where they see top positions being filled externally without even giving consideration to incumbent workers.

Why should you attend:

Participants will learn strategies for

• Identifying team members who have the potential to step up to leadership roles within the company with proper preparation and training
• Encouraging buy-in among current members of the leadership team regarding the importance of succession planning
• Getting current leaders to clearly see the role they play in setting the tone for future leadership through the examples they set as well as through their willingness to coach, mentor and nurture team members
• Identifying key benefits establishing a formal mentoring and training program for developing future leaders
• Tips for determining topics and components to consider incorporating into a succession planning curriculum

Areas Covered in the Session:

• The relationship of succession planning to the organization’s overall strategic plan
• Reasons to avoid being in the situation of having to go outside for leadership talent arising from a failure to implement an effective succession planning strategies
• Critical reasons that having a formal succession planning strategy/program is critical to effective staffing planning efforts, as well as talent management
• Personality and attitudinal traits critical for leadership effectiveness, as well as those that run counter to the ability to lead effectively
• The importance of providing opportunities for talented employees to prepare for advancement as well as the consequences of failing to do so
• Training components frequently included in succession planning programs

Who will benefit:

• HR professionals, generalists, managers, directors, business partners, coordinators, etc.
• Managers, supervisors, department heads, operations managers, regional managers
• Small business owners
• Executives/leaders