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Succession Planning & Leadership Development: Critical Business Strategies

Friday,
April 18, 2025
Time:
10:00 AM PDT | 01:00 PM EDT
Duration:
90 Minutes
Webinar Id:
37246
Register Now

Live Version

$149. One Participant
$299. Group Attendees

Recorded Version

$199. One Participant
$399. Group Attendees

Combo Offers

Live + Recorded
$299 $348   One Participant

Live + Recorded
$599 $698   Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

HRCI

The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for 1.5 HR (General) recertification credit ...more


HSRM HRTrainOnline is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. ?
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.
Overview:

Every organization, regardless of its size, needs succession planning. Harvard Business Review stated that the CEO succession process is broken in the U. S. and around the world.

This results in poor performance followed by higher turnover and corporate instability. But organizations need to be thinking broader than just CEO succession - they need to dig deeper into the organization when thinking "succession." As labor shortages increase, succession planning and leadership development require strategic initiatives requiring rigorous consideration. Organizations must move away from the "replacement" mindset to measuring success long term. Are the right people moving at the right pace into the right jobs at the right time? Attention should be directed to capturing the intellectual capital that exists within the organization and developing leadership candidates.

How does your organization address succession planning - or doesn’t it? Some organizations merely have informal conversations as to who should be promoted into what jobs without addressing the broader long-term approach of higher level succession. These informal tactics usually fail to ensure strong stability within the organization. More formal strategies for succession planning are warranted to support the organization going forward into the future.

Are you constantly developing your employees for talent mobility and leadership? Do you know key employees that demonstrate the kind of knowledge and skill needed for your organization to succeed in a challenging market? Do you offer career planning for employees? What development opportunities do you provide? Do you provide lateral development opportunities? What about assigning new challenging project assignments meant to build necessary skills? These and other strategies will be addressed in this webinar.

Areas Covered in the Session:
  • Identify where in the organizational structure succession planning should begin
  • Discuss leadership development as a fundamental element of succession planning
  • Describe leadership development tools, opportunities, and activities
  • Distinguish the roles of those involved in succession planning

Who Will Benefit:
  • Every Industry
  • Human Resources Professionals
  • Management
  • Boards
  • Senior Leaders
  • Learning and Development Professionals
Instructor:

Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment,bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in human services and counseling, a master's degree in community health, and professional certificate in training and development.


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