- Match succession planning to your organization's long-term goals.
- Identify ideal qualities for potential successors.
- Identify your mission-critical positions.
- Describe the importance of succession committees.
- Prepare to build a plan for senior leaders.
Skill Level Advanced
- I like basketball, I've always liked it. I like playing it with my kids and I like watching it both in person and on TV. My favorite team is the Oklahoma City Thunder. But the Thunder have a problem and it's bench strength. Now lack of bench strength doesn't just happen in basketball, it's actually one of the biggest challenges in business. Organizations are struggling to create leaders who are prepared, skilled and ready to step in to key positions as needed.
Russell Glass, the CEO of business marketing company Bizo explains it like this. "The best companies in the world have "incredible talent, but they also have depth "so they can readily adapt to change and adversity. "In sports, they call this bench strength." The teams with the deepest bench often win championships because they can overcome injury, fatigue, and unknowns where other teams fold under this kind of adversity. The same rules apply to business and that's where succession planning comes in.
Hello, I'm Bonnie Hagemann, and I'm the author of the book, Leading with Vision and the CEO of Executive Development Associates, a top of the house consulting firm that has been working to develop leaders in medium and large organizations since the early 80s. Today, we're known around the world for our custom executive development, C-suite coaches and other services such as critical thinking and you guessed it, succession planning. In this course, you'll learn how to identify your organization's mission critical roles, establish leadership competencies that differentiate success in your business, conduct meaningful talent review sessions to assess potential successors, identify succession gaps and establish a plan for the professional development of those individuals, prepare a presentation for the board of directors or senior leaders and more.
We'll also cover how to get active participation from the current leaders which can be a little tricky as some may feel a bit threatened by talented up and comers. Your talent should be your strategic advantage and succession planning ensures that your organization will have highly qualified and well developed leaders in all mission critical positions, not just today but tomorrow, next year and five years from now. If you're ready, let's get started.