Instructor :
Pete Tosh

Webinar ID:
18889

In a rapidly evolving business landscape, ensuring leadership continuity is no longer optional—it’s essential.

Whether you’re managing a Fortune 500 company or a small family business, the key to securing your organization’s future lies in proactive succession planning.

This 90-minute webinar provides a deep dive into the strategies and tools you need to develop a resilient leadership pipeline.

Designed with 2025’s unique challenges in mind, this session equips leaders to address talent gaps, anticipate future needs, and safeguard their organization’s continuity.

Key Takeaways:

• • Master Strategic Succession Planning: Learn proven methods to identify, develop, and retain future leaders aligned with your business goals.
  • Minimize Talent Gaps: Discover techniques to enhance your talent pool, mitigate disruptions, and maintain organizational momentum.
  • Understand the Risks of Neglect: Explore the costly consequences of failing to plan, from high recruitment expenses to lost opportunities.

Actionable Insights for 2025:

• • Identify and nurture hidden talent within your workforce.
  • Leverage data-driven insights to predict leadership needs.
  • Build flexible succession plans that adapt to changing business dynamics.

Failing to prepare for leadership transitions can result in:

• • Costly recruitment and training delays.
  • Disruption in productivity and operations.
  • Missed opportunities for innovation and growth.

This interactive session offers practical, actionable strategies to future-proof your organization, ensuring success in 2025 and beyond.

Don’t wait for a leadership crisis to act—take charge now!

Register Now and Secure Your Leadership Pipeline!

In a rapidly evolving business landscape, ensuring leadership continuity is no longer optional—it’s essential.

Whether you’re managing a Fortune 500 company or a small family business, the key to securing your organization’s future lies in proactive succession planning.

This 90-minute webinar provides a deep dive into the strategies and tools you need to develop a resilient leadership pipeline.

Designed with 2025’s unique challenges in mind, this session equips leaders to address talent gaps, anticipate future needs, and safeguard their organization’s continuity.

Key Takeaways:

• • Master Strategic Succession Planning: Learn proven methods to identify, develop, and retain future leaders aligned with your business goals.
  • Minimize Talent Gaps: Discover techniques to enhance your talent pool, mitigate disruptions, and maintain organizational momentum.
  • Understand the Risks of Neglect: Explore the costly consequences of failing to plan, from high recruitment expenses to lost opportunities.

Actionable Insights for 2025:

• • Identify and nurture hidden talent within your workforce.
  • Leverage data-driven insights to predict leadership needs.
  • Build flexible succession plans that adapt to changing business dynamics.

Failing to prepare for leadership transitions can result in:

• • Costly recruitment and training delays.
  • Disruption in productivity and operations.
  • Missed opportunities for innovation and growth.

This interactive session offers practical, actionable strategies to future-proof your organization, ensuring success in 2025 and beyond.

Don’t wait for a leadership crisis to act—take charge now!

Register Now and Secure Your Leadership Pipeline!

As 2025 begins, talent shortages and leadership transitions are no longer just challenges—they’re critical barriers to long-term success.

Organizations must embrace forward-thinking strategies to ensure leadership continuity and future readiness.

This 90-minute webinar provides actionable insights, proven tools, and strategic frameworks to help you address these challenges head-on and secure your organization’s success in 2025 and beyond.

Key Reasons to Attend:

• • Prepare for 2025 and Beyond: Learn how to align your leadership pipeline with organizational goals to address emerging challenges effectively.
  • Retain and Develop High Potentials (HiPos): Gain strategies to engage top talent through Individual Development Plans (IDPs), targeted coaching, and clear career paths.
  • Close Talent Gaps: Proactively assess your organization’s needs to ensure you have the right people in key roles, minimizing costly disruptions.
  • Enhance Organizational Resilience: Build a sustainable framework to weather leadership transitions and strengthen your team’s capacity for long-term success.

What You’ll Gain

• Macro-Level Insights:
  • Forecast future leadership needs for 2025 and evaluate your current bench strength.
  • Develop a proactive strategy to address critical talent gaps before they hinder progress.
• Micro-Level Action Plans:
  • Address pressing succession questions:
    • What happens if a key leader leaves tomorrow?
    • Is your team prepared for 2025’s challenges?
    • Should you prioritize internal talent development or external recruitment?
• Proven Tools for 2025 Success:
  • Performance Management: Evaluate talent using objective metrics and create stretch assignments, mentoring programs, and cross-functional projects.
  • Talent Review Processes: Conduct disciplined evaluations of HiPos and develop robust plans to prepare them for leadership roles.

The start of a new year is the perfect time to position your organization for long-term success. By attending this training, you’ll gain the confidence to handle leadership transitions effectively and build a future-ready workforce.

Succession planning isn’t just about filling roles; it’s your strategic edge in navigating the opportunities and challenges of the new year.

Don’t wait—start 2025 strong. Secure your leadership pipeline today!

Enroll Now!

As 2025 begins, talent shortages and leadership transitions are no longer just challenges—they’re critical barriers to long-term success.

Organizations must embrace forward-thinking strategies to ensure leadership continuity and future readiness.

This 90-minute webinar provides actionable insights, proven tools, and strategic frameworks to help you address these challenges head-on and secure your organization’s success in 2025 and beyond.

Key Reasons to Attend:

• • Prepare for 2025 and Beyond: Learn how to align your leadership pipeline with organizational goals to address emerging challenges effectively.
  • Retain and Develop High Potentials (HiPos): Gain strategies to engage top talent through Individual Development Plans (IDPs), targeted coaching, and clear career paths.
  • Close Talent Gaps: Proactively assess your organization’s needs to ensure you have the right people in key roles, minimizing costly disruptions.
  • Enhance Organizational Resilience: Build a sustainable framework to weather leadership transitions and strengthen your team’s capacity for long-term success.

What You’ll Gain

• Macro-Level Insights:
  • Forecast future leadership needs for 2025 and evaluate your current bench strength.
  • Develop a proactive strategy to address critical talent gaps before they hinder progress.
• Micro-Level Action Plans:
  • Address pressing succession questions:
    • What happens if a key leader leaves tomorrow?
    • Is your team prepared for 2025’s challenges?
    • Should you prioritize internal talent development or external recruitment?
• Proven Tools for 2025 Success:
  • Performance Management: Evaluate talent using objective metrics and create stretch assignments, mentoring programs, and cross-functional projects.
  • Talent Review Processes: Conduct disciplined evaluations of HiPos and develop robust plans to prepare them for leadership roles.

The start of a new year is the perfect time to position your organization for long-term success. By attending this training, you’ll gain the confidence to handle leadership transitions effectively and build a future-ready workforce.

Succession planning isn’t just about filling roles; it’s your strategic edge in navigating the opportunities and challenges of the new year.

Don’t wait—start 2025 strong. Secure your leadership pipeline today!

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.