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Building a Talent Pipeline: How to Stop Planning for Succession and Start Managing It

Topic:
Building a Talent Pipeline: How to Stop Planning for Succession and Start Managing It
Date:
May 7, 2012 at 3:00 - 4:00 PM ET
Presenters:
Claire Chandler, President(Talent Boost)
webcastImgVirtual
Description
Now, more than ever, companies are daunted by several challenges. Competitors are numerous, savvy and hungry. Clients are under rising pressure to do more with less, and are passing along that pressure both to their customers and to the companies who provide them with products and services. Regulations are increasing in number and complexity. And the employees who make the company run are diverse not only in terms of their demographics, but also in their skills and performance, learning styles, and level of motivation and engagement.

Faced with all of these challenges, companies can no longer avoid the succession dialogue. Succession planning is no longer a “nice to have” process that they can park on their wish list for some point in the future, when they have the time, money and resources available to devote to it. The time is now. And human resources business partners must be ready not only to engage in this succession dialogue, but to lead the dialogue to action—long-term, sustainable, results-oriented action.

This webinar is aimed at HR business partners as well as the executives and line managers they support, and the talent development specialists they lead. Participants will hear the business case for succession management. They will learn a simple process for identifying critical positions within their organizations and for mapping out a succession plan for each. They will also receive practical tips for engaging their business clients in the succession dialogue and implementing change management to ensure that leaders incorporate succession planning and talent development into their regular management practices.
Who Should Participate
HR executives and business partners, talent development specialists, business line managers, and anyone else who is interested in strengthening their team's bench strength and the operational continuity of their organization.
What You Will Learn
1. How to identify critical positions at the executive and operational level 2. A simple process for creating a succession plan for each position 3. Tips to ensure that the plan remains an active roadmap toward building bench strength within their organization 4. How to identify and leverage key drivers to engage executives and managers in the "succession dialogue"
Recommended Resources
"The Five Best Practices for Developing Succession Candidates." Institute for Corporate Productivity (i4cp), 2010. "Management Bench Strength Low." IndustryWeek, 2010. "Succession Planning: Preparing Tomorrow's Leaders." Cutting Edge Information, 2011.
Communities
Leadership
Organizational Development
Performance Management
PM Succession Planning
PM Retention
PM Assessment
Strategic HR
Change Management
Career and Succession Planning
Integrated Talent Management
Presented by
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speaker spacer
Claire Chandler
Talent Boost

View Profile
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Event Sponsors
MESA Research Group
Human capital engagement programs • talent audits • on-boarding & development • succession management • training & facilitation • employee branding & communications • human capital branding & strategy
File List
Feedback
Name Comment Rating
Image of Christopher Tucker Christopher Tucker
Shebester Bechtel, Inc
3 / 5
Good Presentation
Image of Okaibea (Bebe) Forson Okaibea (Bebe) Forson
CommonWealth One FCU
3 / 5
Good Presentation
Image of Carissa Duemig Carissa Duemig
DI Solutions
3 / 5
Good Presentation
"Claire is a very creative speaker which shines in the natural/casual Q&A session. Presentation-wise by including so many metaphors and then having to ""go back to business"" that actually distracts from the message she's trying to get across. Metaphors are meant to help us better remember the content of a message--focus on that. Don't get caught up in being creative for the sake of being creative." 3 / 5
Good Presentation
Image of Sam Maniar Sam Maniar
Jo-Ann Stores Inc.
Good but would have been better if she did not read a scripted presentation to us. 3 / 5
Good Presentation
Image of Tim Flesner Tim Flesner
Versant Supply Chain
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Francine DeLuz Francine DeLuz
American Express Company
4 / 5
Very Good Presentation
Image of Ann Storm, SPHR Ann Storm, SPHR
Akzo Nobel Coatings Inc.
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Beverly Wilhelm Beverly Wilhelm
United Blood Services
4 / 5
Very Good Presentation
Image of Mike Edwards Mike Edwards
Miami Dade County
4 / 5
Very Good Presentation
Image of Karen Gordon Karen Gordon
CNA Financial Corporation
4 / 5
Very Good Presentation
Image of Andrea Metcalf Andrea Metcalf
The Key Element
4 / 5
Very Good Presentation
Image of Paula Infranca Paula Infranca
Burns & McDonnell
4 / 5
Very Good Presentation
Image of Suzanne M Suzanne M
HR Solutions for Success
4 / 5
Very Good Presentation
Image of Andres Almandoz Redneris Andres Almandoz Redneris
HR independent consultant
4 / 5
Very Good Presentation
Image of Ronda Katzman Ronda Katzman
Courtemanche & Associates
5 / 5
Excellent Presentation
Image of Stephen Martin, SPHR Stephen Martin, SPHR
The Home Depot
5 / 5
Excellent Presentation
Image of C Ratliff C Ratliff
Fed Government
5 / 5
Excellent Presentation
Image of Daniel C JEAN Daniel C JEAN
Brasserie Nationale d'Haiti
5 / 5
Excellent Presentation
Image of Sylwia Krawczyk Sylwia Krawczyk
ABM INDUSTRIES
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Jaime Clark Jaime Clark
MedTrak Services
5 / 5
Excellent Presentation
Image of Anne Riggsby Anne Riggsby
Unisys Corporation
5 / 5
Excellent Presentation
Image of Jarrod Hough Jarrod Hough
Volkswagen of America Inc
5 / 5
Excellent Presentation
Image of Tom Ori Tom Ori
Next Level Performance, Inc.
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Karen Viera, MS, SPHR Karen Viera, MS, SPHR
Assurant Specialty Property
5 / 5
Excellent Presentation
Image of Sue Ruland Sue Ruland
FCCI Services Inc
5 / 5
Excellent Presentation
Image of Donna Bailey, PHR Donna Bailey, PHR
Gabriel Brothers Inc
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Mirjana Relic Bajic Mirjana Relic Bajic
Metro cash&carry, Serbia
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
"Claire This was very informative. I didn't feel you were trying to ""sell"" your services. I am responsible for making sure those identified have the proper competencies identified and development plans in place. Your template will make this task much easier. Thank you." 5 / 5
Excellent Presentation
Image of Angela Robinson Angela Robinson
Laurus Strategies
Claire was awesome and made it easy to relate to topics dicussed and confirmed on-going issues I've brought to the table numerous times with employers. 5 / 5
Excellent Presentation
Image of Colleen Kilduff Colleen Kilduff
Weyerhaeuser Company
Excellent presentation - appreciate your tips and ideas! 5 / 5
Excellent Presentation
Image of Wanda Campbell Wanda Campbell
Edison Electric Institute
Exceptional presentation. A lot of good practical advice. 5 / 5
Excellent Presentation
Image of Rich Cortabitarte PHR Rich Cortabitarte PHR
Michaels Stores, Inc.
Fantastic Presentation 5 / 5
Excellent Presentation
Image of Kimberly Fields Kimberly Fields
Nova Medical Centers
She was very good and helpful. Thanks!! 5 / 5
Excellent Presentation
Thorough and clear presentation style. Good suggestions and analogies on how succession planning could resonate with leaders. 5 / 5
Excellent Presentation
Image of Russ Winter Russ Winter
Winter Associates
very good presentation and material 5 / 5
Excellent Presentation

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