BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20181011T130000 DTEND:20181011T140000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT DTSTAMP:20181011T000000 DTSTART;TZID="US/Eastern":20181011T130000 DTEND;TZID="US/Eastern":20181011T140000 SUMMARY:Succession Planning: It’s Not Just for Emergencies; It’s a Leadership Development Strategy DESCRIPTION: In the early morning hours of September 11, the world watched in horror as commercial jetliners crashed into the World Trade Center twin towers and the Pentagon.  In the midst of this national disaster, several organizations had to face the reality that they had lost, on the planes or in the buildings, key talent and brainpower. They immediately had to identify people and competencies to replace those who were no longer there.  There's no way to plan for a disaster of the magnitude of the World Trade Center attacks. But, there are specific actions an organization can take to ensure it has the leadership it needs in case of a crisis, as well as, for their future sustainability. Best-practice organizations use succession planning to not only prepare for potential leadership challenges but they also rely on such plans to develop and maintain the strong leadership that's required to grow and keep pace with changes in their business, industry, and overall marketplace.  The heart of succession planning is identifying and building your future leadership at all levels. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement into ever more challenging roles. This will guarantee that you have a strong leadership bench on hand and ready to fill new or vacated roles. How effectively are you finding and developing your organization’s future leaders? PRIORITY:3END:VEVENT END:VCALENDAR