Many people talk about it, but few executives do enough to prepare for the massive brain drain most organizations will face in the next ten years. As we become more lean, the pressure to manage today’s priorities leaves organizations precious little time to implement strategies for tomorrow. Still, many of us know that neglecting to prepare our next generation of leaders could create significant turbulence in the near future.
Developing Leaders Before it’s Too Late helps participants create seamless transitions in changing times. It teaches a systematic approach to insuring we’re ready for the loss of key staff, while also preparing for a host of similar issues like organizational redesign, filling newly-added roles, backfilling positions vacated through promotions, and ramping up for expanded missions or new markets.
Performance Objectives: Upon successful completion of this course, you should be able to:
- Refresh their understanding of the role of leadership in setting direction, creating structure, and managing culture.
- Learn the payoffs of having a continuous employee development strategy rather than being forced into rapid succession in crisis.
- Understand the value of hiring from within AND bringing in fresh talent from the outside.
- Clarify requirements of the three primary change management roles: Sponsor, Agent, and Implementer.
- Discuss the benefits and steps to aligning a work culture for credible, consistent accountability throughout the organization.
- Understand the need to task much of the succession planning work to others, including assessment, documentation, talent management, and mentoring.
- Develop strategies for managing various succession planning issues, such as:
- Creating opportunities for staff to expand skills and increase value
- The importance of executive clarity and on-going support
- The relationship between succession planning and managing change
- Instilling mentoring in the key areas that require it
- Leave the program with an implementation plan based on their organization’s readiness, lifecycle, and capacity.
Competencies covered in this course: Succession Planning, Change Management, Organizational Readiness
Intended Audience: Seasoned leaders who possess an accurate understanding of their organization’s capacity AND who are aware of their own leadership strengths and challenges
Pre-requisites: Strongly encourage participants to possess knowledge stated in Intended Audience