Succession isn’t just about planning for changes in the C-suite. Beyond identifying future leaders, your succession management strategy should include workforce planning, skills gap analyses, and the creation of development programs to increase bench strength at all levels of the organization. Learn ways to identify and define the leadership skills you need at the top, and discover how to align and integrate those competencies throughout the company.
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Accelerate leadership readiness with innovative approaches to succession and leadership development.
Align your leadership readiness strategy with the business strategy to build organizational capability and sustainment for continuous leadership development for all critical roles, even beyond the C-Suite.Learn More
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I observed organizations struggle with how to recruit, retain and manage four generations in the workplace and I saw what it cost them. I knew it could be handled differently and that those organizations that adopted the new strategies I was proposing -- for assessing, engaging and developing top talent -- would not only stay in business, but would also gain a significant competitive advantage in the labor market and in the industries they served. And so it has been proven.
Can a school rebuild relationships and improve performance in one year? This case study shares the steps one principal took to rebuild trust, strengthen communication and leadership skills for every person on campus, and transform the culture of ...Read more
Although our organizations are hopefully not embroiled in the level of chaos we are witnessing in the current political system, we are nevertheless equally affected by misdirected reward programs created to achieve one outcome while producing another unintended outcome.
You can’t just do engagement. Rather, engagement is the output of some type of intervention. In this Interview, Gillian Felton, Head of People Development and Wellbeing at the National Institute for Health Research, capitalizes on the fact ...Read more
Discover how to increase your HR function’s strategic impact with the help of case studies and best practices from HR leaders who’ve mobilized their functions to create change and drive organizational performance.
A martial arts sensei said, “You are always practicing something. The question is - What are you practicing?”
In Henry David Thoreau’s Walden, written during his year in a one-room cabin, is this evocative quote: “The ...
The nuances of “managers” versus “leaders” are not well understood in many organizations. Noted thought leader, Josh Allan Dykstra, wrote in a recent article that when we ask people to “manage” we’re in effect asking them to block the path of progress and stand in the way of innovation. What we really must do is create leaders out of everyone in the organization and enable individuals at all levels to bring their highest contribution, best ideas, and full engagement to work all day, every day
Often times we think of engagement as something early in the process, instead of the outcome. In this Interview, John Steele, Senior Manager of Human Capital Analytics at Best Buy, describes how a growth mindset can help managers/leaders be a ...Read more
Enroll Now: Leadership Development & Succession Strategist Certification Course
Leadership Development & Succession Strategist (LDSS) provides a framework for HR to align leadership readiness strategies with business goals, develop meaningful analytics, and build robust talent pipelines for future growth. This two-day training course is geared toward early- and mid-career HR practitioners and senior-level HR leaders alike who are looking to implement a new approach to the identification, preparation, and deployment of talent for critical roles.