Instructor :
Pete Tosh

Webinar ID:
18889

In today’s dynamic business environment, both Fortune 500 companies and small family businesses share a critical need: ensuring they have the right leadership talent to secure their organization’s future.

This 90-minute webinar explores the essentials of succession planning—a strategic leadership development approach designed to address the challenges of 2025 and beyond. Leaders play a pivotal role in ensuring their organization’s continuity and sustainability by creating a proactive plan to fill key positions and build a leadership pipeline.

What You’ll Learn:

• • The Power of Strategic Succession Planning: Discover actionable strategies for identifying and developing future leaders in alignment with your 2025 goals.
  • Avoiding Talent Gaps: Learn how to enhance your current talent pool, anticipate future needs, and minimize costly disruptions.
  • The Cost of Neglecting Succession Planning: Understand the risks of failing to plan, including high recruitment costs, onboarding delays, and lost opportunities.

Actionable Insights for 2025:

• • Identify and nurture hidden talent within your organization.
  • Leverage data and analytics to predict future leadership needs.
  • Create flexible succession plans that adapt to evolving business challenges.

Failing to plan for leadership transitions can result in:

• • Costly recruitment and training expenses
  • Lost productivity and missed opportunities
  • Disruption in business continuity

This session provides practical, actionable strategies to help you build a robust leadership pipeline, ensuring your organization’s success and sustainability in 2025 and beyond.

Don’t wait for a leadership crisis—take action today!

Register Now!

In today’s dynamic business environment, both Fortune 500 companies and small family businesses share a critical need: ensuring they have the right leadership talent to secure their organization’s future.

This 90-minute webinar explores the essentials of succession planning—a strategic leadership development approach designed to address the challenges of 2025 and beyond. Leaders play a pivotal role in ensuring their organization’s continuity and sustainability by creating a proactive plan to fill key positions and build a leadership pipeline.

What You’ll Learn:

• • The Power of Strategic Succession Planning: Discover actionable strategies for identifying and developing future leaders in alignment with your 2025 goals.
  • Avoiding Talent Gaps: Learn how to enhance your current talent pool, anticipate future needs, and minimize costly disruptions.
  • The Cost of Neglecting Succession Planning: Understand the risks of failing to plan, including high recruitment costs, onboarding delays, and lost opportunities.

Actionable Insights for 2025:

• • Identify and nurture hidden talent within your organization.
  • Leverage data and analytics to predict future leadership needs.
  • Create flexible succession plans that adapt to evolving business challenges.

Failing to plan for leadership transitions can result in:

• • Costly recruitment and training expenses
  • Lost productivity and missed opportunities
  • Disruption in business continuity

This session provides practical, actionable strategies to help you build a robust leadership pipeline, ensuring your organization’s success and sustainability in 2025 and beyond.

Don’t wait for a leadership crisis—take action today!

Register Now!

As 2025 begins, the challenges of talent shortages and leadership transitions are more pressing than ever. Organizations need forward-thinking strategies to ensure leadership continuity and future readiness.

This 90-minute webinar equips you with actionable tools to proactively address these challenges and secure your organization’s success.

Key Benefits of Attending:

• • Prepare for 2025 and Beyond: Gain insights into building a leadership pipeline that aligns with your organization’s goals for the upcoming year and future challenges.
  • Retain and Develop High Potentials (HiPos): Learn to engage top talent with Individual Development Plans (IDPs), targeted coaching, and clear career paths to boost retention.
  • Close Talent Gaps: Proactively assess your organization’s current and future needs to ensure you always have the right talent in the right positions.
  • Enhance Organizational Resilience: Minimize disruptions during leadership transitions and build a sustainable framework for long-term success.

What You’ll Gain:

• Macro-Level Strategies: Forecast talent needs for 2025, evaluate your current bench strength, and implement initiatives to address gaps.
• Micro-Level Action Plans: Address critical succession challenges with answers to key questions:
  • What happens if a key leader steps down tomorrow?
  • Is your team ready to meet 2025’s challenges?
  • Should you recruit externally or develop internal candidates?

Proven Tools for 2025 Success:

1. Performance Management and 360 Feedback Processes:
   • Evaluate and develop talent with objective performance metrics.
   • Initiate impactful experiences like stretch assignments, mentoring, and cross-departmental projects.
   • Prepare top performers with fast-track programs and focused coaching.
2. Talent Review Meetings:
   • Conduct disciplined evaluations of A Players and HiPos to ensure they’re on track for leadership roles.
   • Create robust action plans to meet organizational needs as 2025 unfolds.
   • Drive engagement with meaningful opportunities for growth and advancement.

The start of a new year is the perfect time to position your organization for long-term success. This training empowers you to face leadership transitions with confidence and build a future-ready workforce.

Succession planning isn’t just a safety net—it’s your strategic edge for navigating the opportunities and challenges of the new year.

Don’t wait—start 2025 strong by taking a proactive step toward leadership excellence!

Enroll Now!

As 2025 begins, the challenges of talent shortages and leadership transitions are more pressing than ever. Organizations need forward-thinking strategies to ensure leadership continuity and future readiness.

This 90-minute webinar equips you with actionable tools to proactively address these challenges and secure your organization’s success.

Key Benefits of Attending:

• • Prepare for 2025 and Beyond: Gain insights into building a leadership pipeline that aligns with your organization’s goals for the upcoming year and future challenges.
  • Retain and Develop High Potentials (HiPos): Learn to engage top talent with Individual Development Plans (IDPs), targeted coaching, and clear career paths to boost retention.
  • Close Talent Gaps: Proactively assess your organization’s current and future needs to ensure you always have the right talent in the right positions.
  • Enhance Organizational Resilience: Minimize disruptions during leadership transitions and build a sustainable framework for long-term success.

What You’ll Gain:

• Macro-Level Strategies: Forecast talent needs for 2025, evaluate your current bench strength, and implement initiatives to address gaps.
• Micro-Level Action Plans: Address critical succession challenges with answers to key questions:
  • What happens if a key leader steps down tomorrow?
  • Is your team ready to meet 2025’s challenges?
  • Should you recruit externally or develop internal candidates?

Proven Tools for 2025 Success:

1. Performance Management and 360 Feedback Processes:
   • Evaluate and develop talent with objective performance metrics.
   • Initiate impactful experiences like stretch assignments, mentoring, and cross-departmental projects.
   • Prepare top performers with fast-track programs and focused coaching.
2. Talent Review Meetings:
   • Conduct disciplined evaluations of A Players and HiPos to ensure they’re on track for leadership roles.
   • Create robust action plans to meet organizational needs as 2025 unfolds.
   • Drive engagement with meaningful opportunities for growth and advancement.

The start of a new year is the perfect time to position your organization for long-term success. This training empowers you to face leadership transitions with confidence and build a future-ready workforce.

Succession planning isn’t just a safety net—it’s your strategic edge for navigating the opportunities and challenges of the new year.

Don’t wait—start 2025 strong by taking a proactive step toward leadership excellence!

Enroll Now!

1. Succession Planning: Definition and Strategic Importance

• • Understand succession planning as a deliberate, systematic process to anticipate talent needs and ensure the availability of competent employees.
  • Learn how to implement a strategic approach to avoid talent shortages, enhance your organization’s talent pool, and meet future leadership demands.

2. Objectives and Benefits of Succession Planning

• • Sustain the business by ensuring leadership continuity in critical positions.
  • Attract, retain, and develop High Potentials (HiPos) with targeted strategies.
  • Encourage HiPos’ development through:
    • Identifying Career Paths tailored to individual growth.
    • Conducting Performance Appraisals for clear feedback and improvement.
    • Providing Daily Coaching to strengthen leadership capabilities.
    • Creating Individualized Development Plans (IDPs) for focused growth.
    • Holding Talent Review Meetings to evaluate and track progress.

3. Tools and Processes for Succession Planning

• • Utilize industry-proven tools, including:
    • Self-Appraisals to align career goals with organizational needs.
    • Performance Appraisals, 360 Feedback, and Ratings for objective talent assessments.
    • Assessment Instruments to identify leadership potential.
    • GE Grid for analyzing performance and potential.
    • Comprehensive Individual Development Plans (IDPs) to address growth areas.
    • Structured HiPo Talent Development Interventions for accelerated readiness.
    • Talent Review Meetings to ensure alignment with organizational goals.

4. Roles and Responsibilities for Effective Succession Planning

What Organizations Need to Do:

• • Provide adequate funding and resources to support the program.
  • Establish a clear vision and objectives, communicating them effectively to all employees.
  • Develop a formal, written succession plan with defined goals.
  • Ensure leadership buy-in to drive program success.

What Leaders Need to Do:

• • Develop and maintain accurate job descriptions for their teams.
  • Conduct formal performance appraisals to identify strengths and development areas.
  • Share their knowledge and involve employees in expanded responsibilities.
  • Facilitate the completion of IDPs for all HiPos to prepare them for future roles.

What Program Participants Need to Do:

• • Conduct self-appraisals and identify desired career paths.
  • Learn about future assignments and the skills required for success.
  • Demonstrate capability and commitment by delivering strong performance.
  • Develop their team members to ensure their successors are ready.

5. Measuring the Success of Succession Planning

• • Ensure there is at least one qualified successor for each key position.
  • Establish developmental goals and IDPs for every successor.
  • Assess how much of their manager’s responsibilities successors can perform effectively.
  • Evaluate successors’ performance during periods when they step into leadership roles temporarily.

BONUS:

1. 1. PDF copy of the presentation handout for your future reference.
   2. Soft copy of the certificate of completion on request.
   3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

1. Succession Planning: Definition and Strategic Importance

• • Understand succession planning as a deliberate, systematic process to anticipate talent needs and ensure the availability of competent employees.
  • Learn how to implement a strategic approach to avoid talent shortages, enhance your organization’s talent pool, and meet future leadership demands.

2. Objectives and Benefits of Succession Planning

• • Sustain the business by ensuring leadership continuity in critical positions.
  • Attract, retain, and develop High Potentials (HiPos) with targeted strategies.
  • Encourage HiPos’ development through:
    • Identifying Career Paths tailored to individual growth.
    • Conducting Performance Appraisals for clear feedback and improvement.
    • Providing Daily Coaching to strengthen leadership capabilities.
    • Creating Individualized Development Plans (IDPs) for focused growth.
    • Holding Talent Review Meetings to evaluate and track progress.

3. Tools and Processes for Succession Planning

• • Utilize industry-proven tools, including:
    • Self-Appraisals to align career goals with organizational needs.
    • Performance Appraisals, 360 Feedback, and Ratings for objective talent assessments.
    • Assessment Instruments to identify leadership potential.
    • GE Grid for analyzing performance and potential.
    • Comprehensive Individual Development Plans (IDPs) to address growth areas.
    • Structured HiPo Talent Development Interventions for accelerated readiness.
    • Talent Review Meetings to ensure alignment with organizational goals.

4. Roles and Responsibilities for Effective Succession Planning

What Organizations Need to Do:

• • Provide adequate funding and resources to support the program.
  • Establish a clear vision and objectives, communicating them effectively to all employees.
  • Develop a formal, written succession plan with defined goals.
  • Ensure leadership buy-in to drive program success.

What Leaders Need to Do:

• • Develop and maintain accurate job descriptions for their teams.
  • Conduct formal performance appraisals to identify strengths and development areas.
  • Share their knowledge and involve employees in expanded responsibilities.
  • Facilitate the completion of IDPs for all HiPos to prepare them for future roles.

What Program Participants Need to Do:

• • Conduct self-appraisals and identify desired career paths.
  • Learn about future assignments and the skills required for success.
  • Demonstrate capability and commitment by delivering strong performance.
  • Develop their team members to ensure their successors are ready.

5. Measuring the Success of Succession Planning

• • Ensure there is at least one qualified successor for each key position.
  • Establish developmental goals and IDPs for every successor.
  • Assess how much of their manager’s responsibilities successors can perform effectively.
  • Evaluate successors’ performance during periods when they step into leadership roles temporarily.

BONUS:

1. 1. PDF copy of the presentation handout for your future reference.
   2. Soft copy of the certificate of completion on request.
   3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

Everybody Benefits from Watching This. Even Better When Done as a Group!

• • Leaders Seeking to Ensure Leadership Continuity and Business Sustainability.
  • Department Heads Needing to Identify and Prepare Future Team Leaders.
  • Individuals Looking to Advance Their Career Through Strategic Development.
  • Training Managers Aiming to Build Robust Learning Paths for Teams.
  • HR Professionals Focused on Retaining and Developing High-Potential Employees.
  • Executives Planning to Align Talent Strategies with Future Organizational Goals.
  • Supervisors Striving to Groom Successors for Critical Positions Within Teams.
  • Talent Development Specialists Committed to Closing Leadership Skill Gaps.
  • Organizational Strategists Dedicated to Proactive Workforce and Succession Planning.

Everybody Benefits from Watching This. Even Better When Done as a Group!

• • Leaders Seeking to Ensure Leadership Continuity and Business Sustainability.
  • Department Heads Needing to Identify and Prepare Future Team Leaders.
  • Individuals Looking to Advance Their Career Through Strategic Development.
  • Training Managers Aiming to Build Robust Learning Paths for Teams.
  • HR Professionals Focused on Retaining and Developing High-Potential Employees.
  • Executives Planning to Align Talent Strategies with Future Organizational Goals.
  • Supervisors Striving to Groom Successors for Critical Positions Within Teams.
  • Talent Development Specialists Committed to Closing Leadership Skill Gaps.
  • Organizational Strategists Dedicated to Proactive Workforce and Succession Planning.