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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Starbucks began using Fierce training in Canada in 2005. The program became increasingly popular and grew organically - one person, then one team, at a time. Groups of Starbucks partners engaged in book clubs featuring Susan Scott's ...Read more
Spurred by incessant jousting over whether one of the U.S. presidential candidates might be “hardening or softening” their position on immigration policy, I thought recently about an altogether different arena, the workspace, and the evolution of management style that many of us find ourselves in the midst of, as we journey between a top-down command and control style (hard), and a more collegial and inclusive (softer) style. Regardless of where one is on that transition curve, and your direction of travel, there are still some universal precepts, ‘iron laws’ if you will, that bear adherence.
“How do we demonstrate the value of HR to our organization, and step up its role as a strategic business leader?” We hear this question from clients in all industries, in all company sizes and at all levels—from the CEO/CHRO to the HR business partners and their internal clients. When HR plays a critical role during organizational change and transformation, companies see more powerful and immediate results.
In theory, best practices bring positive results. The intent is to use them to simplify processes, improve quality, save time, and provide consistency. Organizations create best practices to support employees, and help them succeed. However, a ...Read more
Learn about the needs of Millennials and the parallels of those needs to sound business planning practices.
Toxic Employees: Colleagues advocate confrontation, while companies perdeived as too tolerant.Read more
The needs of your organization are constantly changing, therefore your employees are constantly changing. In this Interview, Wendy Finlason Seymour, Director of Talent Management at Randstad Canada, details the ways in which you need to ...Read more
Susan Scott is a best-selling author and leadership development architect who has enabled top executives worldwide to engage in vibrant dialogue with one another, with their employees, and with their customers for two decades. A recognized ...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.