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.
Recommended Succession Management Resources
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
Learn More about Succession Management with our Top Resources
Are you happy? Is your team happy? Happy can sometimes feel like a soft word. Or something that feels pretty abstract.Read more
Learn 3 tips to help you ignite the conversations that will develop a culture of true accountability, and encourage employees to succeed and grow while advancing the goals and initiatives that are critical to your organization’s success
Learn strategies leaders can employ to create a positive culture and generate exceptional performance in themselves, their teams, and the whole organization.
A business school professor recently shared with us an exercise he uses to reveal how difficult strategic planning really is. When he meets with C-suite executives for the first time, he poses a simple question: “What are your CEO’s ...Read more
Learn more about methods to strengthen the social contract between employees and employers through aligned visions, continuous conversations, and employee empowerment.
Daniel, a young manager, frequently finds himself frustrated that his team is not delivering projects on deadline. He doesn’t know how to fix it, and often uses a repertoire of different tactics to try to combat it. However, it seems that every time someone comes to him with a setback, he validates their reasoning. When asked about his approach, Daniel feels that he is being empathetic – a key trait for successful leaders. It wasn’t that long ago that Daniel was standing in their shoes.
When Daniel is listening to his team, he understands the reasoning behind their comments. There’s truth to the excuses. He finds himself saying things like “Oh, I know the budget isn’t where it should be”. Or “Oh, I understand we do have a lot of projects on the table.” His frustration lies in the fact that while the excuses keep coming, the results stay the same. Things aren’t getting done on time.
With engagement levels of employees at an all-time low, many organizations need to not only engage the minds of their teams - but also their hearts. Autonomy is often so accessible, yet overlooked. Autonomy provides people with the freedom to ...Read more
Learn how to think through building an employee feedback program that will help you foster a culture and mindset of continuous improvement.
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.