Managing succession efficiently is a critical strategic endeavor for all organizations. However, only 30% of organizations have a pipeline for future leaders, and even when one exists, the actual implementation and preparation to give emerging leaders critical job experiences falls short. What’s needed is a management process for identifying successors and taking responsibility for their development. Is your succession plan in tune with your business strategy? Do the outputs (succession and career plans, and associated information) actually influence job filling and development? This webcast covers the design and implementation of a robust succession plan, including a resourcing policy for senior posts, the mix of internal development and external recruitment; the mix between generalist and functional career paths to meet the demand for successors of varied types over various timeframes, and strategies for skill development of those skills that will be needed over the coming years. You’ll take away principles to consistently achieve higher workforce engagement and flexibility, and lower your organization’s risk of not having the talent you’ll need tomorrow.