Every organization, regardless of its size, needs to understand the importance of succession planning and how to implement it. 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, leadership development and succession planning 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 place 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.
Are you constantly developing your employees for talent mobility and leadership development? 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 critical business strategies will be addressed in this webinar.
• Understand the importance of succession planning
• Identify where in the organizational structure succession planning should begin
• Discuss leadership development as a fundamental element of succession planning
• Describe the tools, opportunities, and activities for developing leadership skills
• Distinguish the roles of those involved in succession planning
How does your organization address succession planning – or doesn’t it? Some organizations merely have informal conversations about leadership development as 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. Learn what those strategies are and how to effectively implement leadership development and succession planning.
• Every industry
• Human Resources professionals
• Senior leaders
• Learning and Development professionals
Years of Experience: 52+ years
Areas of Expertise: Workplace Harassment, Organization Development, and Management/Leadership Development
Dr. Susan Strauss RN Ed.D. is a national and international speaker, trainer and consultant. Her specialty areas include education and workplace harassment, discrimination and bullying; organization development, and management/leadership development. Her clients are from healthcare, education, business, law, and government organizations from both the public and private sector. Susan conducts bullying and harassment investigations, works as an expert witness for education and workplace harassment and bullying lawsuits, and coaches those managers and employees that need assistance in stopping their harassing or bullying behavior.
Dr. Strauss has authored over 30 books, book chapters, and articles. Susan has been featured on 20/20, CBS Evening News, and other national and international television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter.
Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Palestine, Bali, Lebanon, and the U.S., and conducted sex discrimination research in Poland. She has consulted with professionals from other countries such as Israel, England, Australia, Canada and St. Maartin. In addition to nursing education, she has her masters in community health and holds a doctorate in organizational leadership.View all trainings by this speaker