Seventy percent of succession plans fail within two years because they lose management support. Does this surprise you? It is one thing to design a succession plan that addresses the critical competencies in your invested talent. It is another thing to implement this plan effectively for long-term success. A winning plan relies on being equally strong in succession planning as well as succession management. Planning involves separating performance from potential, identifying high potentials’ strengths, and deploying them by design with developmental assignments to meet mission critical strategic objectives. Management relies on integrating performance management tools with up to date competencies vital to the organization today and in the future. Can you confidently say that your succession plan has what it takes to last?
William J. Rothwell, Ph.D., Professor of Human Resource Development at Pennsylvania State University and author of “Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within” covers the planning, management, measurement, and role accountability for execution that is essential for sustainable succession planning. Find out how you measure up in this free webcast brought to you by the Human Capital Institute: http://bit.ly/dluesB
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