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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Discover how to identify contingent and discretionary reward systems, and why there is a need for both types of systems. Additionally, learn about the benefits of a well implemented recognition system.
Learn about the 4 essential ingredients used by very successful organizations that can change any bland survey program into an indispensable business-focused imperative.
Crate and Barrel was first exposed to Fierce at an American Society for Training and Development conference where Crate and Barrel trainers saw a program highlighting the foundations of Fierce. They immediately knew that the skills and tools ...Read more
Listening to your employees is something many organizations struggle with. But why? In this Interview, Alex Goryachev, Head of Innovation Strategy and Programs at Cisco Corporate Strategic Innovation Group, explains how leaders need to stop the ...Read more
The question of whether leaders are born or developed is a hot button issue that often draws a line in the sand forming two camps: Nature vs. Nurture. I see it fitting right up there with politics and religion as a topic to avoid at a party if ...Read more
Individuals seeking to enhance their effectiveness first need to understand what personal resources are available. Carl Jung, and later other researchers, provided a model which suggested that eight mental resources are actively used and engaged in everyday challenges.
I was promoted to my first management job when I was 22. I had been at the company for a little less than a year and was asked to step into the role of assistant manager. It was for a moderate sized store that belonged to a retail chain. I lasted less than 4 months in that role. Now, let’s ignore for just a moment the fact that I never wanted a career in retail in the first place, and only took the job because the market looked grim at the time. Regardless of this is the fact that I was not prepared or developed to be put in that leading role in the first place.
Every employee has something to offer, and it is time to make them a priority. In this Interview, Brady Pyle, Director of Human Resources at NASA, Johnson Space Center - Houston, describes how leadership training with embedded coaching can lead ...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.