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The keys to the c-suite go beyond your promotion; success now depends on working well with a new team of seasoned players. Turf wars or differences in perspective based in various backgrounds can stall your company from achieving its goals. Most leaders have become successful for their ability to think and work independently and they are used to telling others what to do and comfortable with that process. But as part of the c-suite, you are suddenly working with peers from vastly different disciplines to agree on strategy and timing with interdependencies when you’ve been used to leading your own organizational silo.
One solution to making the transition a smooth one is through understanding how to drive team alignment and allow peer feedback to drive you. Influencing others while also accepting guidance from them can build a more open and productive environment in the c-suite. Establishing this kind of a learning culture may be the most important gift you can give your organization to set it up for future sustainability and leadership development. This webcast focuses on effectiveness of a top team and how its members can help develop others, and be developed by others, in order to drive top team performance.
Don’t miss these takeaways:

• What unique secret drives c-level team performance, and has for 5,000 years.
• What key sabotage factor thwarts effective implementation of this secret.
• Which 3 techniques enable successful implementation of this secret today.
• How peer-based coaching and development methods can be superior in supporting necessary development in driving these techniques into action.
• Why these methods should be an organizational priority to enhance rapid strategic implementation for enhancing profits and market share penetration.

Climate is people's perceptions of the work environment- what it feels like to work in a place, be engaged, continuously motivated, and productive—and research supports that climate is strongly correlated with talent and organizational performance.  Organizational climate provides the framework for feedback and necessary tools and processes for igniting talent motivation and ownership of results. Leaders who create a positive climate is one the factors that differentiates faster companies from slower companies in executing business strategy. This is especially true in today’s workplace which is characterized by thinking-intensive jobs, increased complexity, and a new generation of talent with different expectations of their work. 
What makes climate so powerful is that it is both manageable and provides insight to causes of performance. Seventy percent of variability of climate is attributable to managers’ behaviors, and the other thirty percent is a function of top-down strategy and the external environment. This webcast will discuss how to manage climate’s six dimensions -- clarity, standards, commitment, responsibility, recognition, and teamwork, to create and measure a work climate that drives your business strategy forward.  You’ll hear a case study of how managers of a sales force  created a motivating productive climate and demonstrated above-average business performance.  So control what you can about workplace climate and results, join us in this webcast!

Succession management refers to how an organization identifies and develops “successors,” those who replace individuals who move to other roles within an organization or leave an organization. At some organizations, succession management is used to identify the next generation of leaders. Smart organizations, however, are leveraging talent mobility – the most sophisticated form of succession management -- at many levels of an organization, including non-managerial but high-impact roles. By expanding succession management to include career development, driving it deeper into the workforce engaging larger populations of employees, both the needs of the business (bench strength, talent mobility) and the needs of the individual (professional growth, career pathing) are being met and coming together. This Bersin & Associates webcast, sponsored by Cornerstone OnDemand and featuring Senior Analyst Barb Arth, explored the importance of talent mobility in driving an organization’s talent and business goals. 

Managing succession efficiently is a critical strategic endeavor for all organizations. However, only 30% of organizations have a pipeline for future leaders, and even when one exists, the actual implementation and preparation to give emerging leaders critical job experiences falls short. What’s needed is a management process for identifying successors and taking responsibility for their development. Is your succession plan in tune with your business strategy? Do the outputs (succession and career plans, and associated information) actually influence job filling and development? This webcast covered the design and implementation of a robust succession plan, including a resourcing policy for senior posts, the mix of internal development and external recruitment; the mix between generalist and functional career paths to meet the demand for successors of varied types over various timeframes, and strategies for skill development of those skills that will be needed over the coming years. Attendees took away principles to consistently achieve higher workforce engagement and flexibility, and lower their organization’s risk of not having the talent needed tomorrow.